The Clinton, Georgia Business Blog

Keeping PTO Abuse and Absenteeism at a Minimum


PTO Abuse

As the summer months approach and people are looking forward to taking vacations with their children and families, many employers begin to notice that many more of their employees are taking PTO or simply calling out of work. While the desire to spend time with their family is understandable, it causes some issues inside the workplace.

Addressing the problem of having too many people out of the workplace at one time is something that should be begun as soon as possible. There are a number of ways that a company can work with the employees to prevent excessive PTO use and high rates of absenteeism.

Increase Satisfaction with Job and Company

Many employees will often call out due to their increasing unhappiness with their specific job or the company as a whole. If an employee is not happy or is bored with the job that they are doing, they are not likely to put in any effort towards their job that would benefit the company. Or if the employee has trouble understanding the current policies in place regarding time off and how to properly request it, they are more likely to simply call out.


Job Satisfaction

Fortunately, there are ways of handling these issues. The first thing that should be addressed is the policies. It is critical that all employees understand how these policies work to their benefit. There should also be programs in place to help the employees feel appreciated and as if their dedication to the company is appreciated. These programs can come in the form of compensation incentives, employee recognition and other similar programs with the intention of increasing employee morale.

Provide Additional Incentives for Working Hard

While improving an employee’s regard for their job and for the company is any important step, it cannot stop there. When an employee performs well at their job, there should be incentives that reward that employee for their dedication and hard work. That also applies to PTO. If an employee does not abuse their time off or the PTO systems and policies, they should be rewarded for their loyalty.


Additional Incentives

By rewarding an employees’ hard work and their attendance, you are reinforcing the feeling of accomplishment in the employee. You are also letting that employee know that their dedication to the company is appreciated and is noticed. That small change can mean a great deal to the employees who would otherwise feel as if the work that they are doing is being ignored or going unnoticed by their management.

Be More Flexible with the Scheduling

If your company is extremely rigid with when and where the employees are able to work, there may be more occasions where your employees call out of work. By changing the available schedules as well as where your employees are able to work, your amount of call outs will likely decrease dramatically.

You can open up your schedules in a number of ways. You can allow employees to work four days with ten hours each day instead of working the typical five day weeks that the majority of employers offer. And depending on what type of jobs your employees do for you, you can open up the option of working from home one or two days a week.


Balance Projects

Watch the Balance of Assignments and Projects

It is important to be careful not to assign too many projects or assignments to any one employee. The workload should be spread out as evenly as possible among all of your employees. This will help prevent potential burn out in any of your employees. This will also help prevent any of your employees from feeling as if all of the work is being laid at the feet of just one or two employees.

There are many known reasons that employees call out of work excessively. These call outs can negatively affect the productivity of the entire workplace as well as drop morale for those employees that do not normally call out of work. By taking some of these preventative steps, you can drop the call out rates and excessive PTO by a large amount. This is good for the business as a whole as well as for all of the employees.



Article provided by NECHES FCU, with locations in Port Neches and Beaumont Texas.

Neches FCU is a Texas credit union and has an attentive team of professionals ready to provide services to our members. When their doors open at any of the 9 service outlets, the objective of “Ultimate Member Satisfaction” becomes the driving force for every employee. They are well-known for a personal, dynamic and upbeat work environment, providing a memorable service experience, and where all clients are known by their name.
Neches has about $438 Million in assets with over 45,000 members. Neches is recognized by members and the business community as one of the top credit unions in texas and an actively involved partner, helping our Family, Friends and Community!

How Your Firm Can Attract and Keep Millennial Talent


Attract Millennial Talent

Attract Millennial Talent

In today’s workplace, if you don’t already employ a Millennial, chances are, you will soon. With an increasing number of Baby Boomers transitioning into retirement, people from the Millennial generation are stepping up to take their places. It’s important to keep in mind that Millennials are looking for different things than workers from older generations. Understanding and being able to meet the desires of this younger workforce is key to attracting them to your firm, and convincing them to stay.

Recruiting Strategy is Everything


Recruiting Strategy

Recruiting Strategy

Build an Attractive Brand

If you’re unable to get Millennials to notice that your firm exists, they will never apply for a job. In order for Millennials to show enough interest in your firm to want to work there, it has to be an accessible, and desirable, brand. Millennial talent is much more likely to want to belong to a firm that expresses an environmentally friendly, or socially conscious, viewpoint. Green initiatives, and participation in community charities, or organizations, can go a long way.

Stay Up-to-Date With Online Trends

Millennials were the first generation to grow up with the internet, and as a result, see it as an essential tool for many everyday tasks. There are many ways, like social media, a great website and online advertising, that your business can take advantage of the internet. Millennials will base your worthiness as an employer, and success as a firm, upon the type, and amount, of web presence your firm has. They want to see that you are open to adapting to new ways of thinking, and value new technology.

Show Them You Share Their Values

If there is one thing that Millennials truly value, it’s transparency. Millennial talent will really respond to clear-cut, directness. Regardless of whether something is good or bad, Millennials would rather have everything out in the open. Millennials also value flexibility, both for themselves and for your company. You need to show Millennial talent that you hold being open and resilient in high regards.

Create Growth Opportunities

Part of the reason Millennials choose to stay in college to obtain additional degrees is because they want to land a job that they can have a future with. A firm that offers Millennial talent opportunities to for advancement within the company is much more likely to hire, and keep, younger workers than a firm that does not. Millennials are looking for companies that share their views, and will encourage them to move up, and eventually, take a bigger role within that same company.

How to Train Millennial Talent


Train Millennial Talent

Train Millennial Talent

Individualized Training

Millennials see themselves as unique, and want training programs that reflect that viewpoint. Pairing inexperienced Millennials with seasoned workers to act as mentors is a great way to do achieve effective, individualized training that can be mutually beneficial to the mentor and the trainee. With this type of arrangement, the Millennial is able to work one on one with someone experienced, receive advice about many different topics of interest and get specific, regular feedback on their progress. Millennial talent also appreciates incentives for completing advanced degrees or industry certifications.

Make Training Hands On

Millennials prefer to learn by doing. They benefit most from training that is interactive, and involves real world applications. Keep informational videos and seminar style training sessions to a minimum. Instead, give them small team, or individual, projects to complete that fit together into something bigger.

How to Retain Millennial Talent For Years to Come


Retain Millennial Talent

Retain Millennial Talent

Feedback is Key

Millennials are very interested in knowing how they are doing. An annual review is a good start, but they would prefer more updates on their progress, more often. It can be simple, informal feedback in the form of a casual discussion, some coaching, or feedback on projects they have completed. Millennial talent highly values the ability to track their progress and make adjustments when they start to get off course.

They Want to be Part of the Big Picture

Something that is very important to Millennial talent is feeling as though their voice is being heard when, and where, it really matters. They want to know how the work they’re doing fits in, and relates, to the big picture. Allowing them to know how all the departments work together, and what they’re working together to accomplish, is crucial to Millennials feeling as though they matter.


The Future of the Workforce

The Future of the Workforce

Millennial Talent is the Future

It may be difficult to change the way your firm has been doing things for years to accommodate a new workforce, but changes are often inevitable to ensure continued business success. By embracing Millennial talent, and making an effort to recruit, and develop them into valuable employees, you help more than just your company. Your current employees and customers will most likely benefit, too.



About the Author:


I’m a Tax Professional based in Georgia. I love to publish about Tax and Accounting subjects. I’m a small business owner at heart, and enjoy people setting up businesses and contributing to the economy. This year, when you e-file 1099’s and other tax forms for clients, give a test run.

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