--- title: 4 Tips to Handle Employee No-Shows description: Your team needs to be at full capacity to reach production goals, so it’s beyond frustrating when someone doesn’t show up to work. Of course, you expect employees to occasionally call off, but it’s a --- [![Malone Workforce Solutions](https://blog.malonesolutions.com/hubfs/MaloneSolutions_November2018%20Theme/Images/Malone_Logo-1.png "Malone Workforce Solutions")](https://malonesolutions.com) - [Staffing Solutions](https://malonesolutions.com/staffing-solutions/) - [Commercial Staffing](https://malonesolutions.com/staffing-solutions/commercial/) - [Professional Staffing](https://malonesolutions.com/staffing-solutions/professional/) - [Healthcare Staffing](https://malonesolutions.com/staffing-solutions/healthcare/) - [About Us](https://malonesolutions.com/about/) - [Latest Blogs](https://malonesolutions.com/blog/) [Previous](https://blog.malonesolutions.com/blog/5-key-questions-to-ask-when-filling-an-hr-manager-role) [Next](https://blog.malonesolutions.com/blog/5-valuable-skills-to-look-for-in-administrative-talent) # [4 Tips to Handle Employee No-Shows](https://blog.malonesolutions.com/blog/4-tips-to-handle-employee-no-shows) Your team needs to be at full capacity to reach production goals, so it’s beyond frustrating when someone doesn’t show up to work. Of course, you expect employees to occasionally call off, but it’s a different story when they can’t be bothered to let you know they won’t be in. Not only do no-shows leave you understaffed, but they’re also a blatant sign of disrespect. Furthermore, you can’t rely on an employee with a reputation of not showing up. Here’s some advice to help you take charge of this situation. ### **Institute a No-Show Policy** It should be common sense that not bothering to call off work isn’t okay, but everyone doesn’t think the way you do. Get on the same page by creating a no-show policy that allows no room for interpretation. This can be essential if you need to fire an employee for not showing up, as some state laws mandate having a formal policy in place. ### **Make Sure Employees Know the Rules** After creating a no-show policy, distribute it to employees, so everyone knows what you expect of them. Getting it in front of them is important because some people won’t bother to seek it out on their own. It might even be a good idea to require employees to read and initial the document — and possibly legally necessary in some states. ### **Be Consistent With Enforcement** Having a solid no-show policy is great, but employees won’t respect the rules if they’re not enforced across the board. Make it clear the rules apply to everyone by always enacting the consequences listed in the policy when someone doesn’t show up to work without calling. ### **Create an On-Call List** Your no-show policy dictates the consequences for committing this offense, but at the moment, you’re still short-staffed. Solve this problem by making an on-call list of employees willing to pick up extra shifts at the last minute. This will allow your team to meet their goals for the shift, without having to work overtime. Need a little help finding talented employees who will show up to work? 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