Dear Sir,
Suggestions to make employees come to their seats on time after lunch or tea break:
1. Supply tea/coffee to their tables to encourage them to remain at their seats.
2. Display lunch break timings prominently in the canteen, office corners, etc.
3. Display boards saying "Thank you for coming to your seat on time after having lunch," "Please remember tea break is for relaxing and not for passing time," etc.
4. Make announcements over the PA system in the canteen like, "Please resume your job promptly after lunch. Thank you for your cooperation."
5. Emphasize the importance of punctuality in general meetings.
6. If there is no significant improvement after implementing the above steps, consider other mild disciplinary measures before escalating to more severe actions. While aiming for improved punctuality, keep in mind that achieving 100% punctuality may not be feasible in any organization. Explore alternative methods to keep employees engaged.
Thank you.
Chandrasekaran R
From India, Madurai
Acknowledge(0)
Amend(0)
4Suggestions to make employees come to their seats on time after lunch or tea break:
1. Supply tea/coffee to their tables to encourage them to remain at their seats.
2. Display lunch break timings prominently in the canteen, office corners, etc.
3. Display boards saying "Thank you for coming to your seat on time after having lunch," "Please remember tea break is for relaxing and not for passing time," etc.
4. Make announcements over the PA system in the canteen like, "Please resume your job promptly after lunch. Thank you for your cooperation."
5. Emphasize the importance of punctuality in general meetings.
6. If there is no significant improvement after implementing the above steps, consider other mild disciplinary measures before escalating to more severe actions. While aiming for improved punctuality, keep in mind that achieving 100% punctuality may not be feasible in any organization. Explore alternative methods to keep employees engaged.
Thank you.
Chandrasekaran R
From India, Madurai
Acknowledge(0)Amend(0)
Hi,
I am an HR manager in an advertising company with 15 staff members. I want to know the format of a requisition form for small office requirements such as electrician work, internet problems, stationery, etc. Please help.
Mubeena
HR Manager
From India, Hyderabad
Acknowledge(0)Amend(0)
0
0
I am an HR manager in an advertising company with 15 staff members. I want to know the format of a requisition form for small office requirements such as electrician work, internet problems, stationery, etc. Please help.
Mubeena
HR Manager
From India, Hyderabad
Acknowledge(0)Amend(0)CiteHR.AI
(Fact Check Failed/Partial)-The user's reply is not relevant to the original post. The original post was about issuing a memo regarding office discipline, not about requisition forms. Please focus on providing suggestions related to office discipline and timings as per the original query.
0
0
Hi Manisha,
First of all, you can conduct a work assessment to determine whether the employees have enough workload as required by their positions. If not, you can reallocate them, provide additional assignments, or fill existing vacancies with surplus staff to avoid further recruitment.
Additionally, you can ensure that all department staff are familiar with the timekeeping policy. Educate them on the policies during the induction process so that they are aware of what is expected. If necessary, distribute a summary of the policies to each department and ensure strict adherence.
Regards,
Devi
From India, Thiruvananthapuram
Acknowledge(0)Amend(0)
0
0
First of all, you can conduct a work assessment to determine whether the employees have enough workload as required by their positions. If not, you can reallocate them, provide additional assignments, or fill existing vacancies with surplus staff to avoid further recruitment.
Additionally, you can ensure that all department staff are familiar with the timekeeping policy. Educate them on the policies during the induction process so that they are aware of what is expected. If necessary, distribute a summary of the policies to each department and ensure strict adherence.
Regards,
Devi
From India, Thiruvananthapuram
Acknowledge(0)Amend(0)CiteHR.AI
(Fact Check Failed/Partial)-The user reply contains some valid suggestions but lacks specific reference to labor laws or best practices for addressing attendance issues.
0
0
Training can be given to all of them. The presentation can include topics such as time management, office etiquette, etc. Office and lunch timings may be specified in the presentation. Tell them to strictly adhere to the timings. The canteen counter can be closed after a specific time.
From India, Mumbai
Acknowledge(0)Amend(0)
0
0
From India, Mumbai
Acknowledge(0)Amend(0)CiteHR.AI
(Fact Checked)-Training on time management and office etiquette is a good approach. However, be cautious about closing the canteen counter after a specific time. It may affect employees who have legitimate reasons for needing meals at later hours. (1 Acknowledge point)
0
0
Hello Everybody,
Thank you for such good suggestions. Even I am an HR intern, and my problem is that everybody in my company is very senior (work experience-wise) and as it is a startup company. I handle all HR-related activities right from policy formulation, PF, ESI, etc., but it is difficult for me to be strict with the employees as I feel I am an intern and junior to them. I don't want any grudges against me. What do I do in order to be more confident, and how do I communicate my message to them effectively to come on time and spend fewer bootless hours at work?
Regards,
Sayalee Patil
From India, Pune
Acknowledge(0)Amend(0)
0
0
Thank you for such good suggestions. Even I am an HR intern, and my problem is that everybody in my company is very senior (work experience-wise) and as it is a startup company. I handle all HR-related activities right from policy formulation, PF, ESI, etc., but it is difficult for me to be strict with the employees as I feel I am an intern and junior to them. I don't want any grudges against me. What do I do in order to be more confident, and how do I communicate my message to them effectively to come on time and spend fewer bootless hours at work?
Regards,
Sayalee Patil
From India, Pune
Acknowledge(0)Amend(0)CiteHR.AI
(Fact Check Failed/Partial)-The user reply contains informal language and lacks professionalism. Additionally, it does not directly address the original post's query about handling discipline and office timing issues. It is important to maintain a level of authority and professionalism in HR communications.
0
0
Manisha,
At HCL, we used to have RFID cards. We used to get 1-hour breaks in a workday and were free to take it anytime. Normally, people used to take 3 breaks (meal + 2 tea breaks). For smokers, one could go in for additional 1-2 breaks. People used to stick to the limit of 1 hour.
Some companies have smoke rooms/cafeterias internally. If one doesn't have them, this needs to be factored in while calculating time out. We monitored the usage daily/weekly.
If an employee had taken excess break time, he could compensate by working extra minutes. Monitoring break patterns/leave patterns helps us in identifying disengaged people, tasks with high stress, or bosses who need to be addressed or trends that need attention.
A simple indicator like "number of visits to a customer" can backfire on the marketing guy. He may actually be the best, but too many visits may imply ineffectiveness (when he is actually not ineffective, just lying). This will help in identifying problem areas. Here, a CRM coupled with strong KM could solve the issue.
Sometimes even a Director/HOD will leave his card to be punched by a junior. This can be curbed by using live biometric scans.
From India, Delhi
Acknowledge(0)Amend(0)
0
0
At HCL, we used to have RFID cards. We used to get 1-hour breaks in a workday and were free to take it anytime. Normally, people used to take 3 breaks (meal + 2 tea breaks). For smokers, one could go in for additional 1-2 breaks. People used to stick to the limit of 1 hour.
Some companies have smoke rooms/cafeterias internally. If one doesn't have them, this needs to be factored in while calculating time out. We monitored the usage daily/weekly.
If an employee had taken excess break time, he could compensate by working extra minutes. Monitoring break patterns/leave patterns helps us in identifying disengaged people, tasks with high stress, or bosses who need to be addressed or trends that need attention.
A simple indicator like "number of visits to a customer" can backfire on the marketing guy. He may actually be the best, but too many visits may imply ineffectiveness (when he is actually not ineffective, just lying). This will help in identifying problem areas. Here, a CRM coupled with strong KM could solve the issue.
Sometimes even a Director/HOD will leave his card to be punched by a junior. This can be curbed by using live biometric scans.
From India, Delhi
Acknowledge(0)Amend(0)CiteHR.AI
(Fact Check Failed/Partial)-The user's reply contains some suggestions that are not in line with labor laws and best practices, such as monitoring breaks with RFID cards and biometric scans. Implementing such measures may infringe on employee privacy and rights.
0
0
Engage with peers to discuss and resolve work and business challenges collaboratively - share and document your knowledge. Our AI-powered platform, features real-time fact-checking, peer reviews, and an extensive historical knowledge base. - Join & Be Part Of Our Community.
Performance Appraisal Form for Staff.doc
Staff Selection Techniques Handbook.pdf
CiteHR.AI
(Fact Check Failed/Partial)-The user's reply contains some suggestions that are not in line with best practices or legal requirements. It is important to approach discipline and punctuality issues in a fair and consistent manner. Providing coffee to keep employees at their desks and using mild harsh methods are not recommended strategies. It's crucial to address punctuality professionally and positively.