Dear seniors,
As per my experience, demotivated employees comes late. We have to find out regular late comers and we have to council them. This will surely works out.
Punishing them may not be solutions.
From India, Madras
2As per my experience, demotivated employees comes late. We have to find out regular late comers and we have to council them. This will surely works out.
Punishing them may not be solutions.
From India, Madras
You can also apply the rules like : half day deduction on every 4th late mark, and if the late mark exceeds more than 10 in a month, hold the salary for that many late marks and release only after approval of Higher Management, we have tried this and it has really worked
From India, Mumbai
From India, Mumbai
On a positive note to avoid penalties, there is one more option that Every Department should have a one minute meeting at the starting time e.g. 10am, wherein he calls the team and gives a pat for a good work done yesterday and a Tip for the bad work done yesterday. This meeting (actually the HOD) can be monitored by HR member, To ensure that HOD comes in time, link it with his KRA and performance appraisals
From India, Mumbai
From India, Mumbai
Implement the following system.
If any employees coming to the company before 15 minutes from the shift starting time give them free breakfast.Most of them coming late due to late breakfast preparation in their house.
S.B.Pathi
From India, Coimbatore
If any employees coming to the company before 15 minutes from the shift starting time give them free breakfast.Most of them coming late due to late breakfast preparation in their house.
S.B.Pathi
From India, Coimbatore
Set some rules
Let your staff know what you expect from them by introducing a clear lateness policy.
This should set out:
1.The required standards of timekeeping, i.e. working hours, shift patterns, any flexi-time or flexible working arrangements
2.Any consequences of persistent lateness
3.What disciplinary action will be taken under the disciplinary procedure
4.How you will monitor time keeping, for example with a signing in sheet or clocking in machine
5.If and how they will have to make up any time they have missed
6.Who they should report lateness to if they know are going to be late and by when.
The policy should be properly communicated to ALL employees, and enforced fairly and consistently. If your employees know that lateness is being monitored and taken seriously, they are more likely to observe good time keeping practices.
From Nigeria, Suleja
Let your staff know what you expect from them by introducing a clear lateness policy.
This should set out:
1.The required standards of timekeeping, i.e. working hours, shift patterns, any flexi-time or flexible working arrangements
2.Any consequences of persistent lateness
3.What disciplinary action will be taken under the disciplinary procedure
4.How you will monitor time keeping, for example with a signing in sheet or clocking in machine
5.If and how they will have to make up any time they have missed
6.Who they should report lateness to if they know are going to be late and by when.
The policy should be properly communicated to ALL employees, and enforced fairly and consistently. If your employees know that lateness is being monitored and taken seriously, they are more likely to observe good time keeping practices.
From Nigeria, Suleja
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