We recently came across some research that showed that a staff member taking 10 single days off sick from work in a year would cost an employer a lot more than a staff member taking 10 consecutive days off sick once in a year.
This research was done in large companies but instinctively we all know it applies just the same in our salons. The good news is the large companies have come up up with a formula for measuring the effects of this in a way that makes it much easier to manage the problem and when we took a look at it we saw straight away that we could also use it in our salons.
Let me explain.
What they came up with was The Bradford Factor.
It's a simple formula you can use to create a score that quantifies the impact of the persistent 'quickie sickie' offenders on your salon.
The Bradford Factor is calculated as follows:
P is the total number of periods of absence an employee has taken in the last 12 months
D is the total number of days of absence an employee has taken in the last 12 months
B is the Bradford Factor Score.
So the formula is
NUMBER OF PERIODS X NUMBER OF PERIODS X TOTAL NUMBER OF SICK DAYS IN THE LAST 52 WEEKS
Here are some 10 day example so you can what happens when you apply the formula:
- 1 Period of ten days (1P x 1P x 10D) = 10 points
- 3 Periods; one of one, one of three and one of six days (3P x 3P x 10D) = 90 points
- 5 Periods; each of two days (5P x 5P x 10D) = 250 points
- 10 Periods; each of one day (10P x 10P x 10D) = 1000 points
Can you see how it works now?
We hope so and the next question to think about is how do you use the Bradford Factor score once you've got it?
Well you could keep a rolling 12 month score for all your employees and put a clause in your operations manual that employees scoring more than 100 points or 200 points (you just choose the limit that's right for your business) in the last 12 months would be interviewed because of your concern that they may need their hours cutting, or further training because they were obviously struggling to cope!.
The key thing is to make sure they understand you're measuring this in a new way and you're taking their score seriously.
By the way if it were us we'd be keeping the scores on a chart in the staff room as well so everyone in your team knows who the high scorers are!