Dear Team,
In my organization we have two office timings one is 9 am to 5pm & other is 9:45am to 6pm.
Our Marketing Manager timings are 9am to 5pm and she comes late i.e. 10am without informing to HR / Management
When i discussed this with my Management he stated that he is not concern about timings he is concern whether work is done or not by employees.
I had warned marketing manager multiple times but she said that according to offer letter she is only suppose to report to Management & not HR. So i stopped warning her.
What should i do in this case, Kindly advise at earliest.
Regards
Divya Shah
HR Manager
From India, Pune
1In my organization we have two office timings one is 9 am to 5pm & other is 9:45am to 6pm.
Our Marketing Manager timings are 9am to 5pm and she comes late i.e. 10am without informing to HR / Management
When i discussed this with my Management he stated that he is not concern about timings he is concern whether work is done or not by employees.
I had warned marketing manager multiple times but she said that according to offer letter she is only suppose to report to Management & not HR. So i stopped warning her.
What should i do in this case, Kindly advise at earliest.
Regards
Divya Shah
HR Manager
From India, Pune
Dear Divya,
I find contradiction in your post. You have written that "When i discussed this with my Management he stated that he is not concern about timings he is concern whether work is done or not by employees."
Once management says that they are not concerned about the punctuality by one of the managers, then what was the need to warn Marketing Manager? if you are HR Manager then by now you must have realised that any kind of warnings are to be issued through the top management. Why you tried shooting while keeping gun on your shoulder? Smart HRs always shoot by keeping gun on the seniors shoulder!
Discuss the issue once for all the with the management. Explain to them that giving exemption to individual smacks of favouritism. Other employees may get disgruntled because of the partial and uneven treatment. The exemptions of this kind degrade the organisation's culture as a whole. If the management listens your plea then well and good otherwise drop the matter there itself and move on!
Thanks,
Dinesh Divekar
From India, Bangalore
I find contradiction in your post. You have written that "When i discussed this with my Management he stated that he is not concern about timings he is concern whether work is done or not by employees."
Once management says that they are not concerned about the punctuality by one of the managers, then what was the need to warn Marketing Manager? if you are HR Manager then by now you must have realised that any kind of warnings are to be issued through the top management. Why you tried shooting while keeping gun on your shoulder? Smart HRs always shoot by keeping gun on the seniors shoulder!
Discuss the issue once for all the with the management. Explain to them that giving exemption to individual smacks of favouritism. Other employees may get disgruntled because of the partial and uneven treatment. The exemptions of this kind degrade the organisation's culture as a whole. If the management listens your plea then well and good otherwise drop the matter there itself and move on!
Thanks,
Dinesh Divekar
From India, Bangalore
Dear Divya,
Many times people working in marketing or generating business enjoy special privileges in the company. So, as if your management is OK or apparently happy with the performance of the marketing manager then you may avoid getting into this matter.
Many times people working in marketing or generating business enjoy special privileges in the company. So, as if your management is OK or apparently happy with the performance of the marketing manager then you may avoid getting into this matter.
Hi Divya
Punctuality and attendance is fast loosing it's importance in modern business which want to be employee friendly and flexi timings are becoming norm. The modern business is concerned with only results and the quantum of work-hours i.e 8 hours which means if you come late, you go late but not that the employee shall come at the commencing time.However there is an exception to this relaxation.In customer driven offices like bank branches, sales out-lets/shops or insurance offices, the staff need to be on time but administrative offices are allowing flexi timings.
You have however drawn the incidence of her late coming to the notice of the management and they have no issue with it so far as she delivers the results. So close the matter and do not stretch it further as it may boomrang on you.But to keep yourself safe, bring such incidents or any behvaioural aberrations on the part of the staff to the notice of the management to get a sense of their response to decide the course of action to be taken by you to deal with them.
B.Saikumar
HR & Labour Relations Advisor
Navi Mumbai
From India, Mumbai
Punctuality and attendance is fast loosing it's importance in modern business which want to be employee friendly and flexi timings are becoming norm. The modern business is concerned with only results and the quantum of work-hours i.e 8 hours which means if you come late, you go late but not that the employee shall come at the commencing time.However there is an exception to this relaxation.In customer driven offices like bank branches, sales out-lets/shops or insurance offices, the staff need to be on time but administrative offices are allowing flexi timings.
You have however drawn the incidence of her late coming to the notice of the management and they have no issue with it so far as she delivers the results. So close the matter and do not stretch it further as it may boomrang on you.But to keep yourself safe, bring such incidents or any behvaioural aberrations on the part of the staff to the notice of the management to get a sense of their response to decide the course of action to be taken by you to deal with them.
B.Saikumar
HR & Labour Relations Advisor
Navi Mumbai
From India, Mumbai
This kind of laisez free atmosphere will make other employees follow suit.
You have done your role by informing management.
Whom did you inform in the management?
Problem is:To some, being late may seem like a minor issue to overlook. To others it is what determines a good business outcome versus a great business outcome.
Here by the manager's inconsistent and confusing conduct, that lateness and repeated late-coming were not serious offences and is openly overlooked
The Manager here has abdicated its duty to take appropriate corrective steps in respect of the employee's late-coming problem
You could probably document the chronic late coming and leave it at that.
From India, Pune
You have done your role by informing management.
Whom did you inform in the management?
Problem is:To some, being late may seem like a minor issue to overlook. To others it is what determines a good business outcome versus a great business outcome.
Here by the manager's inconsistent and confusing conduct, that lateness and repeated late-coming were not serious offences and is openly overlooked
The Manager here has abdicated its duty to take appropriate corrective steps in respect of the employee's late-coming problem
You could probably document the chronic late coming and leave it at that.
From India, Pune
Thank you Sir for your revert, My Management has kept two timings for flexibility of employees. but this is taken as disadvantage by Marketing Manager, She is very egoistic & argue a lot.
By her this behave management stated that he is not concern about her late coming to office. & I should not argue or spoil environment, this made me upset that i tried to maintain discipline in office & implemented rules & regulations in organization but he got negativity about me that i am strict on rules.
What should i do should i leave this topic to discuss with him or should i just sit back & observe things ?
From India, Pune
By her this behave management stated that he is not concern about her late coming to office. & I should not argue or spoil environment, this made me upset that i tried to maintain discipline in office & implemented rules & regulations in organization but he got negativity about me that i am strict on rules.
What should i do should i leave this topic to discuss with him or should i just sit back & observe things ?
From India, Pune
You sit back and watch what happens in this particular case.
Whether the malaise spreads to other marketing employees.
Remember all of us work within our roles and powers.
You have informed the departmental manager concerned about late arrival on regular basis and they are cool about it.
Document it and stop raising this issue again.
From India, Pune
Whether the malaise spreads to other marketing employees.
Remember all of us work within our roles and powers.
You have informed the departmental manager concerned about late arrival on regular basis and they are cool about it.
Document it and stop raising this issue again.
From India, Pune
Dear Manoj Kamble,
You have written that "Many times people working in marketing or generating business enjoy special privileges in the company. So, as if your management is OK or apparently happy with the performance of the marketing manager then you may avoid getting into this matter."
Yes, management may would like to run the company the way they wanted. Average employee which includes HR also, cannot question wisdom of the top authorities, nevertheless, what matters is how one looks at the performance.
Good performance or super performance cannot have any trade-off. Any performance, howsoever, excellent may it be, has to be delivered by remaining in the framework of the discipline. If some employee performs well but at the cost of punctuality then it is not a good performance at all. Condoning punctuality cannot be privilege at all.
Argyris has compared discipline with the hot stove. Whoever touches, the hot stove gives equal burn. The stove does not look at the person touching it. Execution of discipline to the similar to the hot stove. Therefore, Argyris teaches us that principle of equality is the foundation of discipline. Violate the principle, and there are troubles elsewhere.
Thanks,
Dinesh Divekar
From India, Bangalore
You have written that "Many times people working in marketing or generating business enjoy special privileges in the company. So, as if your management is OK or apparently happy with the performance of the marketing manager then you may avoid getting into this matter."
Yes, management may would like to run the company the way they wanted. Average employee which includes HR also, cannot question wisdom of the top authorities, nevertheless, what matters is how one looks at the performance.
Good performance or super performance cannot have any trade-off. Any performance, howsoever, excellent may it be, has to be delivered by remaining in the framework of the discipline. If some employee performs well but at the cost of punctuality then it is not a good performance at all. Condoning punctuality cannot be privilege at all.
Argyris has compared discipline with the hot stove. Whoever touches, the hot stove gives equal burn. The stove does not look at the person touching it. Execution of discipline to the similar to the hot stove. Therefore, Argyris teaches us that principle of equality is the foundation of discipline. Violate the principle, and there are troubles elsewhere.
Thanks,
Dinesh Divekar
From India, Bangalore
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