Attendance, Behavior, and Turnover: Why Businesses Must Set Clear Expectations for Success
Neuroergology is an interdisciplinary I developed that integrates neuroscience, psychology, and behavioral science to optimize the cognitive, emotional, and behavioral dimensions of work. By examining how brain function, emotional regulation, and behavioral activation impact workplace performance and well-being, Neuroergology provides evidence-based interventions aimed at enhancing cognitive resilience, emotional intelligence, psychological flexibility, and overall adaptability in professional environments.
Distinct from neuroergonomics, which primarily focuses on optimizing physical workspaces, Neuroergology addresses the mental, emotional, and behavioral processes that influence work-related behavior, productivity, and interpersonal dynamics, helping individuals and organizations reach their full potential through scientifically grounded techniques.
In today's business landscape, across every industry, clear attendance and behavioral expectations are not just important—they are foundational to maintaining operational efficiency and productivity. For companies to thrive, there must be a mutual understanding between employers and employees, where expectations align with the demands of the job and the realities of the workplace.
Employee turnover is often rooted in fundamental issues such as attendance, punctuality, and professional behavior—non-negotiable factors in most roles. In industries like healthcare, manufacturing, or customer service, where teamwork and reliable performance are critical, these elements become even more essential. Employers hire individuals to solve problems, create value, and drive the company forward, making it not only reasonable but necessary to expect consistent attendance and professional conduct. When employees fail to meet these expectations, it creates disruptions in workflows, fractures team dynamics, and hinders the company's ability to operate smoothly.
A recent Gallup study found that organizations with clear behavioral expectations and effective attendance policies reduced turnover by nearly 25% while also boosting overall employee engagement. These findings align with Neuroergology's approach, which emphasizes the importance of addressing cognitive and behavioral factors to enhance workplace performance and reduce disruptions caused by absenteeism or poor behavior. This evidence further underscores the need for clear expectations and targeted interventions to maintain a cohesive and productive work environment.
Turnover Trends: A Matter of Context
While the focus on turnover trends often highlights factors like poor onboarding or lack of career development, these don’t negate the importance of basic behavioral expectations. Companies across various industries invest in performance management and employee development because they recognize that both employers and employees need each other to succeed.
For instance, attendance issues may play a more prominent role in turnover rates in the manufacturing, retail, and healthcare sectors. However, in tech or creative industries, turnover may stem more from misalignment of job expectations or a lack of career advancement opportunities. Both are crucial factors, but addressing basic behaviors such as attendance and punctuality remains fundamental across all industries.
Why Attendance and Behavior Matter
Attendance and behavior are cornerstones of a productive workforce. These factors ensure the team functions cohesively, tasks are completed on time, and clients or customers receive the attention they need. Companies that set clear policies around attendance and behavior create a structure that enables employees to succeed while also ensuring the company runs efficiently. These expectations set the foundation for strong organizational citizenship behavior (OCB), where employees go above and beyond to help the company achieve its goals.
Failing to meet these basic standards can result in a range of negative consequences for the organization, such as:
Reduced productivity: Teams are left scrambling to cover for absent or tardy employees, creating inefficiencies.
Lower morale: Consistently poor behavior or unreliable attendance from a few employees can frustrate others who feel overburdened.
Disrupted customer service: In client-facing roles, absenteeism or unprofessional behavior can directly impact customer satisfaction and loyalty.
Top Behavioral Issues Associated with Poor Attendance and Work Ethic
The behavioral issues that often contribute to turnover and poor workplace culture tend to follow a pattern. These are among the most common issues employers face:
Lack of Accountability: Employees who don’t take responsibility for their actions—whether it's chronic absenteeism, missing deadlines, or delivering subpar work—can undermine team cohesion.
Poor Communication: Individuals who fail to communicate properly with their managers or colleagues about attendance or task-related issues create confusion and resentment within teams.
Entitlement Mentality: Some employees develop an entitled mindset, believing they should be allowed certain behaviors (e.g., tardiness or time off) without considering how it affects the team or the business.
Low Engagement: Employees who show little interest or engagement in their work often exhibit poor attendance and behavior, leading to productivity drops and a negative workplace atmosphere.
Lack of Emotional Intelligence: Those who struggle with emotional regulation or lack empathy for their coworkers may engage in disruptive behaviors that erode team trust and lead to incivility in the workplace.
How Neuroergology Can Help Address Attendance, Behavior, and Turnover
Neuroergology, the groundbreaking field developed by Michael R. Frazier, combines neuroscience, psychology, and behavioral science to help businesses and individuals optimize their cognitive, emotional, and behavioral performance in the workplace. By understanding how the brain influences attendance and workplace behavior, Neuroergology provides strategies to retrain and refocus employees toward more productive and engaged workplace conduct.
Here’s how Neuroergology can specifically help address issues like poor attendance, behavior, and turnover:
1. Cognitive and Behavioral Realignment with NeuroCap
At the heart of Neuroergology is NeuroCap, the brain's capacity to handle cognitive and emotional demands at work. By identifying where employees may lack cognitive resilience, attention control, or emotional regulation, Neuroergology provides tailored interventions to help employees improve their focus, commitment, and engagement.
Neuroergology helps train employees to manage workplace stress, enhance their cognitive flexibility, and adapt more effectively to challenges. As a result, absenteeism caused by stress or burnout can be significantly reduced.
2. Emotional Intelligence and Self-Regulation
One of the top drivers of poor behavior and attendance issues is a lack of emotional intelligence and self-regulation. Neuroergology focuses on Alpha wave training and empathy development to enhance employees' ability to manage their emotions, resolve conflicts, and collaborate better within teams.
By improving emotional regulation, employees are less likely to exhibit disruptive behaviors like entitlement, low engagement, or lack of accountability.
3. Addressing the Dark Triad Traits
Poor workplace behavior can sometimes stem from individuals with Dark Triad traits (Machiavellianism, Narcissism, and Psychopathy), which may lead to a toxic work environment. Neuroergology offers tools to identify and mitigate these traits, helping individuals rewire their behavior to align with more collaborative and productive workplace norms.
4. Enhancing Organizational Citizenship Behavior (OCB)
By creating a culture of neuroergological awareness, businesses can foster stronger organizational citizenship behavior. Neuroergology trains employees not just to meet minimum attendance and behavior expectations but to go beyond—becoming more engaged, helpful, and proactive members of their teams.
Behavioral activation through cognitive-behavioral techniques encourages employees to take ownership of their roles, enhance collaboration, and contribute more effectively to team goals, reducing turnover and improving job satisfaction.
Conclusion: Combining Clear Expectations with Neuroergology for Lasting Success
Attendance and behavior are critical for the success of any organization, but by integrating Neuroergology, businesses can go beyond traditional approaches and directly address the cognitive and emotional factors that drive poor behavior and absenteeism. Combining clear attendance and behavioral expectations with brain-based interventions ensures not only that employees meet standards but that they thrive in the workplace.
Neuroergology’s focus on self-regulation, emotional intelligence, and cognitive optimization provides businesses with the tools to create a more engaged, resilient workforce that’s aligned with the company’s goals for long-term success.