Raffles Can Enhance Supervisor Involvement and Reinforce Employee Teams

Step 4. Supervisor Involvement

Supervisors also participate to enhance communication and to reinforce employee teams. Each month, employee raffle cards are delivered to employees personally by their immediate supervisors. The completed raffle card is returned by employees to their supervisors within five days. It is crucial supervisors deliver the raffle cards to each employee personally to establish rapport with and reinforce their co-participation in the program. Supervisor involvement facilitates communication. Where there may have been no active communication between the supervisor and a given employee before, there is now. Supervisors are encouraged to actively motivate employees to work toward the corporate goals of absence management by participating in this venture.

Program Specifics
The absence management program is preceded by intensive communication to raise employee awareness, using employee brochures, posters with absence management themes, public posting of the teams and players and eligible prizes.

Raffle cards are distributed at the first of each month. The cards are the employee’s entry for the monthly raffle and contain monthly absence management messages. Each card has a space where employees can comment on absence management policies and procedures. When employees return the signed raffle cards to their supervisors, they are, in effect, actively participating in the absence management reduction program.

Contest suspense builds until the raffle drawing at the end of each month. If there are disqualifying absences, the names of the employees and their teams appear next to the prize with the words “Disqualified by” preceding the names.

Raffle cards are put into clear drawing bowls at the appropriate time and location, and the drawing held with as many employees present are possible. Each name is announced as the card is drawn, the team lists checked to determine eligibility. If employees are eligible, their eligibility is announced. If the employee is ineligible, this too is announced

Values
Value systems quite often exist in relative states. Though each individual holds personal values, these values may be quite flexible and subject to change when sufficient pressure is exerted from the social environment to change those values.

Employers who want to communicate and enforce a change in employee value systems may consider team-building an effective communication tool. The team-building approach to absence management is a proven way to reinforce company standards. At the same time, team-building alters the value systems of employees and ultimately reduce the costs associated with chronic absenteeism.

The survival of each teammate depends on the performance of the team. The impact of team-building and peer pressure has far reaching ramifications on the employer’s ability to control costs resulting from needless absenteeism.

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