What actions should be taken when an employee is absent?

When an employee is absent, the appropriate action is to determine coverage needs, adjust schedules, and communicate with the team. This approach ensures that operational efficiency is maintained while addressing the situation in a professional manner. By assessing who is available and what coverage is necessary, leadership can redistribute responsibilities effectively without overwhelming other employees or compromising service quality.

Adjusting schedules may involve shifting hours of existing staff or finding temporary help, thus ensuring that the workload is manageable and customer service standards are upheld. Additionally, communicating openly with the team fosters a supportive work environment where employees feel informed and valued, especially regarding unexpected changes in staffing.

The other options don't effectively address the immediate needs of the business or the well-being of the team. Assigning additional hours without consulting could lead to burnout among remaining staff, while ignoring the absence fails to support both business needs and team morale. Sending a warning to the absent employee may be appropriate in certain contexts but does not address the immediate challenges faced by the team in the employee's absence.