Dear All,
Greetings!
Give me your valuable advice to control absenteeism!!
People who are working in our factory are often taking leave like as it is! especially Ladies!
Our factory belongs to Plastic Manufacturing Company, though we focus ladies to empower women.
They are the people who completely works under finishing section. Now the people are irregular to their works and often put leave for their work. Our timings are based on 9 to 6 only. Even then, they come to company premises at 9.10 or 9.30. So kindly suggest us a solution for this Query.
Valuable suggestions gives us complete change over in our factory..
Thank you.
From India, Erode
Greetings!
Give me your valuable advice to control absenteeism!!
People who are working in our factory are often taking leave like as it is! especially Ladies!
Our factory belongs to Plastic Manufacturing Company, though we focus ladies to empower women.
They are the people who completely works under finishing section. Now the people are irregular to their works and often put leave for their work. Our timings are based on 9 to 6 only. Even then, they come to company premises at 9.10 or 9.30. So kindly suggest us a solution for this Query.
Valuable suggestions gives us complete change over in our factory..
Thank you.
From India, Erode
do you have any way of communication to the employees for the delay?
what is the trending? is it true for all the women workforce or just few female employees to name
- do you have an incentive linked pay out, you may want to make it inclusive of the disciplince practices as well
From India, Chandigarh
27what is the trending? is it true for all the women workforce or just few female employees to name
- do you have an incentive linked pay out, you may want to make it inclusive of the disciplince practices as well
From India, Chandigarh
Dear Nainz Sir,
Yes, Their Comments was bus missed, or like bus late, due to cooking it was late like that, due to children's school it was being late.. but what we asked during recruitment is will you be able to come regularly? Who will take care of your children? etc., Even though they are late to the company.
We gave lots of counseling to them, but it still persists the same.
Yes sir, we are giving incentive based pay only.
From India, Erode
Yes, Their Comments was bus missed, or like bus late, due to cooking it was late like that, due to children's school it was being late.. but what we asked during recruitment is will you be able to come regularly? Who will take care of your children? etc., Even though they are late to the company.
We gave lots of counseling to them, but it still persists the same.
Yes sir, we are giving incentive based pay only.
From India, Erode
Dear Gousalya,
I think what you have to do first is find out the root cause of the problem of tardiness and absenteeism on your workforce. Is it all about the company, its management, the work itself and the attitude or the behavior of the workers. I would suggest that you have to devote time to call a meeting with the general workforce for a constructive dialogue where you can pinpoint specific problems and formulate specific solutions to those problems. Reiterate to them their importance in the company and that the existence of the company depends solely on their productivity. Their absence and tardiness lessen their productivity and therefore the company looses its competitiveness with other companies and will eventually loose the market that the company serves and they may loose their job consequently. This may be a good, if not the best step in finding solutions for this problem.
Regards.
NBAton
TNSPI, Phils.
From Philippines, Davao City
I think what you have to do first is find out the root cause of the problem of tardiness and absenteeism on your workforce. Is it all about the company, its management, the work itself and the attitude or the behavior of the workers. I would suggest that you have to devote time to call a meeting with the general workforce for a constructive dialogue where you can pinpoint specific problems and formulate specific solutions to those problems. Reiterate to them their importance in the company and that the existence of the company depends solely on their productivity. Their absence and tardiness lessen their productivity and therefore the company looses its competitiveness with other companies and will eventually loose the market that the company serves and they may loose their job consequently. This may be a good, if not the best step in finding solutions for this problem.
Regards.
NBAton
TNSPI, Phils.
From Philippines, Davao City
Dear Friend,
I agree with Mr.NB Aton, Find out the real root cause analysis , absenteeism is bad for some company, since your company is suffering from absenteeism, the following initiatives can be taken,
1). Stern Disciplinary action .
2). Separate authorized and un authorized Absenteeism
3). Find out those who falls above 50 %
4 ). terminate if possible those above 75 % and for rest of them give a final warning in written
5), Segregate those ill and Medically unfit people ;
6). Encourage voulantary retirement benefit
7). Look for a fresh recruitment
Mohandas M,
Sr.Officer -Welfare BZL
From India, Palakkad
I agree with Mr.NB Aton, Find out the real root cause analysis , absenteeism is bad for some company, since your company is suffering from absenteeism, the following initiatives can be taken,
1). Stern Disciplinary action .
2). Separate authorized and un authorized Absenteeism
3). Find out those who falls above 50 %
4 ). terminate if possible those above 75 % and for rest of them give a final warning in written
5), Segregate those ill and Medically unfit people ;
6). Encourage voulantary retirement benefit
7). Look for a fresh recruitment
Mohandas M,
Sr.Officer -Welfare BZL
From India, Palakkad
Dear Friend ,
If your employees are valuable and you do not want to lose them then you need to take different route after finding out the root cause .Counselling employees who are regular absentees helps a lot . Reassure them that the company will look after their needs .Supervisor's rapport with employees need to be looked into . Stern actions need be taken on habitual and deliberate absentees only which must be very few . Please remember absenteeism is infectious .Need to act fast otherwise it takes long time to address the problem .
From India, New Delhi
If your employees are valuable and you do not want to lose them then you need to take different route after finding out the root cause .Counselling employees who are regular absentees helps a lot . Reassure them that the company will look after their needs .Supervisor's rapport with employees need to be looked into . Stern actions need be taken on habitual and deliberate absentees only which must be very few . Please remember absenteeism is infectious .Need to act fast otherwise it takes long time to address the problem .
From India, New Delhi
Yes its true that absenteeism is infectious.. its generally because of the lack of discipline among the workers. You can find out the solution after analyzing the main cause of there absenteeism-
You can install a biometric attendance machine for their attendance record it might help to change the environment.
or
If this problem is occurring because of female workers only for a valid reasons so you can change their working time with the consent of management.
or
You can schedule working time chart if workers are in limited numbers or form a group accordingly.
Regards
Parul
From India, Pune
You can install a biometric attendance machine for their attendance record it might help to change the environment.
or
If this problem is occurring because of female workers only for a valid reasons so you can change their working time with the consent of management.
or
You can schedule working time chart if workers are in limited numbers or form a group accordingly.
Regards
Parul
From India, Pune
Dear Sir,
I agree this could not happen regular basis. But, we need to find what is the real problem behind? First conduct a open mentor to your employee. What is the work off day? If it is Sunday arrange some important event like employee motivation or some good initiative on Saturday. It may be 1 to 2 hours in every Saturday afternoon. Arrange some employee welfare activity.
From India, Salai
I agree this could not happen regular basis. But, we need to find what is the real problem behind? First conduct a open mentor to your employee. What is the work off day? If it is Sunday arrange some important event like employee motivation or some good initiative on Saturday. It may be 1 to 2 hours in every Saturday afternoon. Arrange some employee welfare activity.
From India, Salai
Dear Friend,
I truly agree to what you said, even i work with a manufacturing unit as an HR. I am facing the same problem. I am doing counselling with the absentees but no change. Even once more challenge I came through that the supervisors behaviour is not good with the workers, and infact if a worker comes up with the issue, no action is taken against the supervisor's behaviour and the that worker either goes on long uninformed leaves or leave the job.
What can I do in such case. If I inform the same to the incharge, they too supports the supervisor.
Thanks
Priya
From India, New Delhi
I truly agree to what you said, even i work with a manufacturing unit as an HR. I am facing the same problem. I am doing counselling with the absentees but no change. Even once more challenge I came through that the supervisors behaviour is not good with the workers, and infact if a worker comes up with the issue, no action is taken against the supervisor's behaviour and the that worker either goes on long uninformed leaves or leave the job.
What can I do in such case. If I inform the same to the incharge, they too supports the supervisor.
Thanks
Priya
From India, New Delhi
Dear Friend,
I truly agree to what you said, even i work with a manufacturing unit as an HR. I am facing the same problem. I am doing counselling with the absentees but no change. Even once more challenge I came through that the supervisors behaviour is not good with the workers, and infact if a worker comes up with the issue, no action is taken against the supervisor's behaviour and the that worker either goes on long uninformed leaves or leave the job.
What can I do in such case. If I inform the same to the incharge, they too supports the supervisor.
Thanks
Sheryl
From India, New Delhi
I truly agree to what you said, even i work with a manufacturing unit as an HR. I am facing the same problem. I am doing counselling with the absentees but no change. Even once more challenge I came through that the supervisors behaviour is not good with the workers, and infact if a worker comes up with the issue, no action is taken against the supervisor's behaviour and the that worker either goes on long uninformed leaves or leave the job.
What can I do in such case. If I inform the same to the incharge, they too supports the supervisor.
Thanks
Sheryl
From India, New Delhi
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