The topic late coming is a serious issue in the industry either in the service industry or manufacturing industry. Most of it identify when it maters to production or service where multiple people is involved for particular industry or job.
Now what as company want to do to stop this practice of late coming?
My view may differ from others but my experiences in different field may help you all to regularize the attendance in time.
Quite often we only talk about some measure which actually a punishment direct or indirect way. Remember if there is a punishment for any conduct there should be way out to get rid of it. So it will not help at all
What we have to do first the WE should have a paradigm shift strictly not follow any procedures which reflects as punishment to the mind of employee rather we should take measure to impart regular small training which again feel the employee that the importance of him and above all his one minuets for the growth of the company and simentenusly the reward which will change his current status.
It can not be done overnight it’s a process which definitely reduce and at the end COMPANY may claim that last quarter there were no people came late in the duty
At last do not think or implement any thing or any way which reflects as punishment for particular activity rather implement process of impart training not once in regular way to make them feel the importance of there one minuet for the industry and outcome of it which may change there status as reward when the company will achieve its goal
Best regards
K.C.MUKHERJEE
From India, Bangalore
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Now what as company want to do to stop this practice of late coming?
My view may differ from others but my experiences in different field may help you all to regularize the attendance in time.
Quite often we only talk about some measure which actually a punishment direct or indirect way. Remember if there is a punishment for any conduct there should be way out to get rid of it. So it will not help at all
What we have to do first the WE should have a paradigm shift strictly not follow any procedures which reflects as punishment to the mind of employee rather we should take measure to impart regular small training which again feel the employee that the importance of him and above all his one minuets for the growth of the company and simentenusly the reward which will change his current status.
It can not be done overnight it’s a process which definitely reduce and at the end COMPANY may claim that last quarter there were no people came late in the duty
At last do not think or implement any thing or any way which reflects as punishment for particular activity rather implement process of impart training not once in regular way to make them feel the importance of there one minuet for the industry and outcome of it which may change there status as reward when the company will achieve its goal
Best regards
K.C.MUKHERJEE
From India, Bangalore
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To motivate the employees to be punctual, a small incentive scheme can be introduced. In one of the companies, they had implemented such a scheme, i.e., the employees will be paid Rs. 500/- monthly if they come punctually or that amount will be deducted for not remaining punctual. You can try this out. Hopefully, it will work.
From India, Kochi
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From India, Kochi
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Hi,
Apart from defining the normal business hours (e.g., 9:00 am to 6:00 pm), you may also define the core business hours (e.g., 9:30 am to 5:30 pm). During the core business hours, all employees need to be available in the office. This way, there is a flexibility of half an hour for employees on entry time or if they want to leave early! At the same time, discipline is followed as per the organization's needs. This way, the organization can expect all employees to be in the office by 9:30, and employees would not feel that management's decision is harsh.
Regards,
Navya
From India, Bangalore
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Apart from defining the normal business hours (e.g., 9:00 am to 6:00 pm), you may also define the core business hours (e.g., 9:30 am to 5:30 pm). During the core business hours, all employees need to be available in the office. This way, there is a flexibility of half an hour for employees on entry time or if they want to leave early! At the same time, discipline is followed as per the organization's needs. This way, the organization can expect all employees to be in the office by 9:30, and employees would not feel that management's decision is harsh.
Regards,
Navya
From India, Bangalore
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Dear All, Good Morning! Same problem is with NON Profit Organizations. Here most of employees are not following HR and Admin Rules. With Regards Shishu
From India, Gurgaon
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1From India, Gurgaon
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Hi Tittli,
I understand your concern and others' views.
However, I am sharing my view on this particular issue which I faced in both versions of: (i) Making absences and other punishments for late coming as a part of punctual discipline and (ii) Leaving the options to the employee to work as per his convenience.
I feel adhering to the strict policy of discipline for late comings doesn't yield results in time, as employees may not be willing to work late hours even during times of urgency and may postpone the work for the next day. The work requirements of an employee are not limited and structured as in the olden days or in government office duties.
A fully liberalized policy, such as leaving it to employees to come in late, makes employees irresponsible.
To address all of the above, my suggestion is to frame a policy as follows: The first two hours of late working or every one hour after the first two hours of late working by an employee will entitle them to 1/2 hour of late coming the next day morning for each such occasion.
For example: If an employee works late until 9:00 PM, then they are entitled to come in late by 1 hour the next day morning.
The above execution is allowed only with the approval of their superior for each occasion of late coming and with an explanation for late sitting.
This approach makes all employees responsible for assigning work to subordinates as well as maintaining discipline.
From India, Hyderabad
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I understand your concern and others' views.
However, I am sharing my view on this particular issue which I faced in both versions of: (i) Making absences and other punishments for late coming as a part of punctual discipline and (ii) Leaving the options to the employee to work as per his convenience.
I feel adhering to the strict policy of discipline for late comings doesn't yield results in time, as employees may not be willing to work late hours even during times of urgency and may postpone the work for the next day. The work requirements of an employee are not limited and structured as in the olden days or in government office duties.
A fully liberalized policy, such as leaving it to employees to come in late, makes employees irresponsible.
To address all of the above, my suggestion is to frame a policy as follows: The first two hours of late working or every one hour after the first two hours of late working by an employee will entitle them to 1/2 hour of late coming the next day morning for each such occasion.
For example: If an employee works late until 9:00 PM, then they are entitled to come in late by 1 hour the next day morning.
The above execution is allowed only with the approval of their superior for each occasion of late coming and with an explanation for late sitting.
This approach makes all employees responsible for assigning work to subordinates as well as maintaining discipline.
From India, Hyderabad
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I am very impressed by your views, but the thing which I notice is that each company has its own benefits about work, but no one has an idea about the difficulties of the workers.
Salmon Fishing Washington
Puget Sound Salmon Fishing
Salmon Fishing Seattle
From Pakistan
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Salmon Fishing Washington
Puget Sound Salmon Fishing
Salmon Fishing Seattle
From Pakistan
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I know many people have already spread their wisdom and many have provided solutions as well to fix it, but late coming (tardiness) is always a problem.
Tardiness is punishable under standing order; however, that may not be the solution. Behavior is driven by the consequences, and research has shown that positive consequences induce behavior change much faster than negative consequences (unless it is really harsh and spine-chilling - extreme fear).
Tardiness or lack of respect for rules is a cultural issue in society in general but very specifically in the organization you work in. Culture originates from the belief of the organization. Do we strongly believe in punctuality? Are we punctual in everything we do in the organization? (It is not about if management comes on time or not.) Introspect if we always deliver on promises and on time. I am confident that you will find things happening in the organization not the way they were supposed to be or promised. As a result, people treat this as culture and adapt their behavior accordingly. Reporting for duty late is one such manifestation.
In a culture of par excellence, people do not compromise on deliverables (including compliance), which brings down all these issues.
I saw a suggestion for flexi-hours as well. Flexi-hours cannot be accommodated in all jobs all the time. Flexi-hours are possible when people are matured and engaged with the organization, its purpose, vision, and are highly committed to achieving their objectives. Otherwise, flexi-hours/work from home become another excuse to remain away from the office at their will.
Given my experience of over two decades, I attribute these symptomatic actions to a lack of engagement with the company. You cannot solve this issue in isolation. Ask yourself, "What is my motivation to go to the office today?" "What excites me at work today?" or "How motivated am I to do my job?" While there will be fluctuations in the response, I am sure you will see the difference in response between people who come on time and contribute and others who do not want to come on time. Flexi-hours will work very well for the first set of people but not the second set.
You need to take a comprehensive view of creating/transforming the culture (value system) of the organization and correct the gaps from the organization's side. Then you will see the transformation in people. Take an inclusive approach rather than a directive approach, increase communication levels and transparency in the environment, and see the difference.
Your management has to be committed to this and display the behavior, and things will start changing.
Should you or anyone require more information/help in this, feel free to interact with me at tayals@live.com or send me a message on an individual basis through this network so that we can discuss your organization-specific issues while maintaining confidentiality.
Sushil Tayal
From India, Bangalore
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Tardiness is punishable under standing order; however, that may not be the solution. Behavior is driven by the consequences, and research has shown that positive consequences induce behavior change much faster than negative consequences (unless it is really harsh and spine-chilling - extreme fear).
Tardiness or lack of respect for rules is a cultural issue in society in general but very specifically in the organization you work in. Culture originates from the belief of the organization. Do we strongly believe in punctuality? Are we punctual in everything we do in the organization? (It is not about if management comes on time or not.) Introspect if we always deliver on promises and on time. I am confident that you will find things happening in the organization not the way they were supposed to be or promised. As a result, people treat this as culture and adapt their behavior accordingly. Reporting for duty late is one such manifestation.
In a culture of par excellence, people do not compromise on deliverables (including compliance), which brings down all these issues.
I saw a suggestion for flexi-hours as well. Flexi-hours cannot be accommodated in all jobs all the time. Flexi-hours are possible when people are matured and engaged with the organization, its purpose, vision, and are highly committed to achieving their objectives. Otherwise, flexi-hours/work from home become another excuse to remain away from the office at their will.
Given my experience of over two decades, I attribute these symptomatic actions to a lack of engagement with the company. You cannot solve this issue in isolation. Ask yourself, "What is my motivation to go to the office today?" "What excites me at work today?" or "How motivated am I to do my job?" While there will be fluctuations in the response, I am sure you will see the difference in response between people who come on time and contribute and others who do not want to come on time. Flexi-hours will work very well for the first set of people but not the second set.
You need to take a comprehensive view of creating/transforming the culture (value system) of the organization and correct the gaps from the organization's side. Then you will see the transformation in people. Take an inclusive approach rather than a directive approach, increase communication levels and transparency in the environment, and see the difference.
Your management has to be committed to this and display the behavior, and things will start changing.
Should you or anyone require more information/help in this, feel free to interact with me at tayals@live.com or send me a message on an individual basis through this network so that we can discuss your organization-specific issues while maintaining confidentiality.
Sushil Tayal
From India, Bangalore
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The isue is self displine.Some employees can come early and do nothing for 30mins ...they take long time to settle. Others may come late by 15min and start working immedietly..it is tricky. James
From Kenya
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From Kenya
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Record late comings daily give 10 minutes grace time Deduct half day leave for every three late arrival in a month. Before implementing this put a circular to all concerned Regards Vinodkumar.C.P
From India, Gandhinagar
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From India, Gandhinagar
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Dear Titli,
Most companies face the issue of employees arriving late, but at the company where I work, we are very flexible with timings.
I suggest you have a discussion with your management. The time they arrive or how they utilize it is not as crucial as the quality of work an employee produces. It is essential not to place excessive emphasis on punctuality as it could potentially impact the work environment.
Regards,
Shahid
From India, Bangalore
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Most companies face the issue of employees arriving late, but at the company where I work, we are very flexible with timings.
I suggest you have a discussion with your management. The time they arrive or how they utilize it is not as crucial as the quality of work an employee produces. It is essential not to place excessive emphasis on punctuality as it could potentially impact the work environment.
Regards,
Shahid
From India, Bangalore
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