Eat N. Gas Eatngas, Inc.: Improving Attendance

Eat N. Gas

EatNGas, Inc.: Improving attendance and reducing unscheduled absences

At EatNGas, Inc., financial incentives are not an option to improve the performance of cashiers, given the strict budget of the organization. One of the problems for all retail establishments is that, given the poor rate of pay for most employees, few feel motivated enough to work hard. Employers often use punitive means to raise productivity levels and limit theft. High rates of employee attrition reduce any social pressure to participate in a 'team' effort. Employees feel little compunction about taking unscheduled absences and putting a burden on coworkers. Although the main problem at all stores is cited as cleanliness and customer satisfaction, employee conscientiousness regarding store appearance and attitude towards customers will not improve unless attendance and unscheduled absences are also addressed.

However, by taking suggestions from employees, a sense of investment in the enterprise can be conveyed. "In participatory management, the designated managers (or manager) still have (or has) the final responsibility for making decisions and answering for them, but members of the staff who are affected by those decisions are actively sought to provide observations, analysis, suggestions and recommendations in the executive decision-making process" (Bartle 2010). If employees feel as if they are not individually important to the organization and their opinions do not matter, the logical reaction is to respond with a lackadaisical attitude, particularly if the payment structure is not a strong incentive for them to come to work. However, by asking employees how they, personally, based upon their experience, would try to run a store and, more importantly, by implementing employee suggestions, then workers will be more apt to come to work to enforce these measures.

Teamwork is another essential component of improving employee commitment. Much like Starbucks closed all of its stores for a day of retraining, all EatNGas stores should close down for a day of intensive retraining and teambuilding amongst every store's employees. When employees care about one another 'as people' they are more apt to take 'showing up' for their shift seriously. Collective retraining will also give employees a chance to talk with one another and pool their input, further fostering a participatory strategy. Finally, "a routine and regular participatory management meeting" should become a regular component of EatNGas (Bartle 2010).

When employees provide suggestions that are implemented in the standard operating procedures of an organization, this should be acknowledged by posting it on the store notice board. Additionally, when employees exhibit a pattern of perfect attendance over a specified period of time (such as a month) the employees should be rewarded, with an 'excused' vacation day or days.