Thank you all for your suggestions and I would definitely look into your valuable advises. Al though this is a common problem but it will be a indicative of poor working culture as Nathroa mentioned.
From India, Hyderabad
2From India, Hyderabad
Hi Sriram,
Surprising to know that employees are fine with LOP, but are not willing to report on time. I can sense 2 things:
1) I strongly feel salary / money is not driving them to work.
2) looks like relationship between employer and employee are not strong enough.
What you think? what's your observation?
70% not good number. Should have taken some steps at the initial level? But I appreciate that you have considered this as serious issue affecting organization culture.
Now, What next?
1) Is it possible to find out when it all started and how was it followed? because there should be someone who has triggered this action. Counsel him or fire him.
2) Talk to each employee if possible or you can talk to 10 employees and understand what makes them be late. Make sure this is not counseling session. You can mention that you are working on creating good work environment and would appreciate their time.
Question:
How efficiently are they balancing work life and personal life?
What drives them to work? - Salary (ruled out) / challenges / reporting manager/ perks /incentives/rewards/ career etc.....
Could they think of their best day at work place?
What are there expectation from the company? I know list could be long. But can be worked out to fulfill some.
How they would like to contribute to the growth of organization?
etc.....
I have a question for you...How do you engage with your employees?
From India, Vellore
Surprising to know that employees are fine with LOP, but are not willing to report on time. I can sense 2 things:
1) I strongly feel salary / money is not driving them to work.
2) looks like relationship between employer and employee are not strong enough.
What you think? what's your observation?
70% not good number. Should have taken some steps at the initial level? But I appreciate that you have considered this as serious issue affecting organization culture.
Now, What next?
1) Is it possible to find out when it all started and how was it followed? because there should be someone who has triggered this action. Counsel him or fire him.
2) Talk to each employee if possible or you can talk to 10 employees and understand what makes them be late. Make sure this is not counseling session. You can mention that you are working on creating good work environment and would appreciate their time.
Question:
How efficiently are they balancing work life and personal life?
What drives them to work? - Salary (ruled out) / challenges / reporting manager/ perks /incentives/rewards/ career etc.....
Could they think of their best day at work place?
What are there expectation from the company? I know list could be long. But can be worked out to fulfill some.
How they would like to contribute to the growth of organization?
etc.....
I have a question for you...How do you engage with your employees?
From India, Vellore
Try following- 1. Your swiping machine should be automatically be closed 15 minutes after the scheduled reporting time. If someone is late after 15 minutes, he should get approval from his HOD on a separate form & the HR by using their password would allow to swipe.
2.Close the service in cafeteria five minutes before the close of lunch time. After lunch hours the doors of cafeteria should be closed immediately
3.Unless there are four entries in swiping machine- IN & OUT while coming & exiting & during lunch break don't consider that the employee is present. Such strict measures will establish discipline.You need your MD's support for enforcing these measures.
Regards- Satish Akut
From India, Pune
2.Close the service in cafeteria five minutes before the close of lunch time. After lunch hours the doors of cafeteria should be closed immediately
3.Unless there are four entries in swiping machine- IN & OUT while coming & exiting & during lunch break don't consider that the employee is present. Such strict measures will establish discipline.You need your MD's support for enforcing these measures.
Regards- Satish Akut
From India, Pune
Create a sent home pilicy, this is quite effective to me, and this will give you edge to let these employee know how serious you are in implementing company policy.
GRACE PERIOD, TARDINESS & SENT HOME
Please be informed of the meaning and difference of the following;
• Grace Period
o An amount of extra time given to someone to come to work but still considered late (e.g. 8:15 – 8:25, the time between 8:15 to 8:25 is the grace period).
• Tardiness
o Delayed beyond the expected, proper time or schedule of work (e.g. 8:15 – 8:25, the time between 8:15 to 8:25 is the time considered late).
• Sent Home
o A process to sent home those who came after the given grace period (e.g. those who came after 8:25am)
These are policies that have existed which needed to re-publish by Human Resource Department for everyone’s awareness. Those employees who will commit beyond such will received corresponding memo for negligence on attendance.
From Philippines, Las Pinas
GRACE PERIOD, TARDINESS & SENT HOME
Please be informed of the meaning and difference of the following;
• Grace Period
o An amount of extra time given to someone to come to work but still considered late (e.g. 8:15 – 8:25, the time between 8:15 to 8:25 is the grace period).
• Tardiness
o Delayed beyond the expected, proper time or schedule of work (e.g. 8:15 – 8:25, the time between 8:15 to 8:25 is the time considered late).
• Sent Home
o A process to sent home those who came after the given grace period (e.g. those who came after 8:25am)
These are policies that have existed which needed to re-publish by Human Resource Department for everyone’s awareness. Those employees who will commit beyond such will received corresponding memo for negligence on attendance.
From Philippines, Las Pinas
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