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Hi Aparna, The best way is to fix targets ie( KRA) for each employee and ask questions abut them.
From India, Mumbai
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Hi Aparna,

I think taking any drastic actions suddenly would affect the employees' feelings as it would be like a sudden cultural shock for them. I think in manufacturing, things should be handled with proper sensitivity. You should have continuous facts at hand to pinpoint anyone.

I think you can try the following:

1. Identify the job types these people are engaged in (I think you would have it already).

2. Sit with a person or your boss who knows all these job types well and define the KRA or KPIs.

3. Start measuring these on a day-to-day or weekly basis through a dashboard. Train people on how to interpret these.

4. Internally, also keep track of which day the boss was there and which day the boss was not there in the office.

5. With the data in point number 4, you can discuss with employees that you've observed that productivity goes down when the boss is not in the office. Please put up the dashboard and show a comparison of productivity among all job types. This will instill a sense of who was more effective. Also, it will not place blame on a single person; instead, it will be for all the people involved in that job type.

This will also foster a sense of belonging to a team where they will strive to ensure that their team's productivity does not decline next time.

6. Reward the teams with the highest productivity. Reward the best performers from the team as well (if you develop a mechanism to measure individual performance).

7. You can also conduct some short team-building training sessions.

Consider these suggestions and then decide what best suits your organization.

Regards,

Yogesh

From India, Bangalore
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Dear Aparna,

You can implement the following things:

1. Explain to your boss the need for proper policies to create a professional organization.

2. Rework the job profiles of each employee (please do not spare even the pals and kins of the boss). Include daily, weekly, and monthly targets for each of them.

3. Rework the reporting structure and try to decentralize the authority.

4. Include performance bonuses and reward systems.

5. Arrange some motivational training to bring about an 'attitude change.'

Best of luck.

Dr. Dinesh Shende

From India, Pune
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Dear Aparna,

Fixing targets will help solve this problem. Employees should know their responsibilities and should complete their work. If your company is overemployed and all do not have proper work to do, it's better to cut down on the number of employees. This, in turn, will reduce the overheads.

It is not that employees should undergo policing always, which also spoils the culture and environment of the company. Employees will lose interest and get demotivated when they are policed.

As an HR professional, you may feel that taking a break during working hours is a waste of time, leading to the perception that employees are not working when there is no boss at the workplace. As an HR professional, have confidence in your people and show them support and understanding.

There is always a way to handle difficult situations with employees. When you feel they are wasting time, approach them directly. Have a friendly conversation and inquire about their tasks for the day. This approach can help them refocus on work immediately and stay on track.

Regards,

Bharghavi

From India, Bangalore
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All seniors have given their valuable inputs. Apart from that, you can also formulate the reporting systems. In the absence of the Owner/CEO, the second in command can officiate for all reporting, as most companies do nowadays.
From India, Ahmadabad
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Hi,

You can do one thing: make a video from your mobile of the employees who are not working when the boss is out. Then, threaten them by saying that you will show the video to the boss to prove that these employees are not working in your absence. This tactic will create fear among the employees and improve the situation.

Remember, it's important to address performance issues professionally and ethically in the workplace. This approach can be counterproductive and could lead to negative consequences for both the employees and the overall work environment. Open communication, constructive feedback, and proper performance management techniques are more effective ways to address productivity concerns.

From India, Delhi
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Dear Anshul,

This is a very funny advice...!! But we can try to implement it. I suppose we cannot hold good for a long time...!! You can only threaten weak people, but when one of them strikes against you, things will get out of control.

Remember, you also have chances to get caught because you cannot work without wasting a single minute. Maybe these people are overdoing it, but when you are caught for that particular minute, the scenario may change, perceptions might change. You have to be cautious..!!

All the best..!!

Regards,
Bharghavi

From India, Bangalore
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The problem is not the employees but the boss himself. It appears that the boss is controlling everything and not delegating his authority. Before you change others, change yourself.
From India, Chandigarh
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It is my thought that the more employees feel a sense of belonging and ownership in what happens to the company, the less they tend to goof off when the boss is away. However, there will always be a few who do not see the need to work in the absence of the boss – they are working for the boss and not themselves. If all employees are like this, then it is about the working culture in the company, and any change or intervention you try with only the staff will not succeed – the boss will need to be spoken to as well.
From India, Mumbai
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Dear Aparna,

It seems that the owner has employed people through his relatives and references. Sometimes it's good, but sometimes it becomes difficult to manage. So, in this situation, I think you need to discuss and identify their work and workload. Depending on the output, you can discuss with your company owner to set some targets or add more work, which will be beneficial for the company. Once finalized, you can discuss with the respective managers and others to make them aware of the same. Having your boss or owner there with you will have more impact. Also, you need to make the respective managers responsible and accountable for their team members' work. If it comes from the managers, they have to start working. Simultaneously, you can also provide training on time/work management and other personality development sessions.

Wishing you all the best. If you need anything, please let me know.

From India, Pune
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