Spiwe Zimvumi

Today started like any other. After the morning school run, my caffeine craving kicked in, so I swung by a big-brand supermarket to grab my usual coffee. As I waited to pay, I found myself unintentionally eavesdropping on a conversation between two till operators. Initially, I was a bit annoyed—why wasn’t I being served? But soon, my curiosity got the better of me, and I leaned into the conversation.

One operator was telling her colleague, “I’m definitely going to absent myself from work. Cover me. From now on, I have to do it once every two weeks.” The other responded enthusiastically, “Of course! Everyone here is doing it. Why should you suffer to have a clean record all the time?”

My first instinct was to laugh—it’s not every day you get a front-row seat to such an honest exchange about dodging work. But as I walked away, I couldn’t resist asking, “Hey, why are you guys encouraging each other to skip work for no reason?”

Her answer? Brutally honest. She explained that they work overtime every day without compensation, often clocking an extra 2 to 3 hours. What’s more, some colleagues who regularly absent themselves face no consequences. This lack of accountability, coupled with unrecognized overtime, has created a culture where absenteeism feels like the only form of balance.

So, what did this brief interaction teach me?

1. A Symptom of a Bigger Problem

Intentional absenteeism isn’t usually a stand-alone issue. It’s often a sign of something more profound—perhaps a lack of motivation, poor management practices, or, as in this case, a response to perceived unfairness. When employees feel exploited or see colleagues breaking rules without repercussions, “pulling a sickie” becomes an act of rebellion.

2. The Role of HR: Where Are You?

My immediate questions were: Does the HR department track absenteeism? Is anyone monitoring attendance records? The answer, unfortunately, might be no. When HR is disengaged or fails to enforce policies, it creates a free-for-all environment where absenteeism, tardiness, and even poor performance go unchecked.

3. The Need for Fairness and Recognition

The lady’s comment about working overtime without compensation is a classic example of why the International Labour Organization (ILO) emphasizes fair work practices, including proper overtime management. Most Labour Acts also clearly outlines employee rights regarding work hours and compensation. When such standards aren’t met, absenteeism might feel like the only way for employees to reclaim their time.

4. Why Such Boldness in Front of a Customer?

I was surprised by how openly they discussed this issue in front of me. Was it a lack of fear? A sign of disillusionment? Perhaps they felt invisible—not just to me but to their own managers. When employees lose respect for leadership, they often no longer care who hears what they say.

What Can Be Done?

• Engage and Listen: HR should actively seek feedback from employees and understand the root causes of absenteeism. Simple surveys or informal check-ins can do wonders.
• Fair Policies: Enforce attendance policies consistently. If some employees face no consequences for absenteeism, others will follow suit.
• Recognize and Reward: Introduce reward systems for good attendance and overtime efforts. Acknowledging employees’ extra efforts can build morale and reduce the desire to ‘game’ the system.
• Consider Local HR Support: As I often advise my clients, hiring a local HR assistant or officer who understands the cultural and operational dynamics can bridge many gaps.

Final Thoughts

This coffee run gave me more than just a caffeine boost. It was a real-world reminder of how small management oversights can lead to bigger organizational issues. I’m glad I didn’t carry more items in my basket that day, or I might have missed this enlightening (and slightly concerning) exchange!

I’d love to hear your thoughts: Have you ever experienced or witnessed similar workplace behaviors? What do you think drives intentional absenteeism, and how can management turn this around? #HumanResources, #HRM, #Leadership, #LaborLaws, #WorkplaceCulture