How to control late commers in the office :?: regards cgnanij
From India, Madras
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9From India, Madras
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Dear Sushma,
Give them an oral warning. Even after this, if late comings are not stopped, then display a notice on the notice board mentioning that late coming till ___ minutes are allowed. If anyone comes late more than the above-mentioned times, their half-day attendance will be marked as LWP. You can also give them a warning letter regarding their late coming.
Thank you,
Sushma
From China, Beijing
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Give them an oral warning. Even after this, if late comings are not stopped, then display a notice on the notice board mentioning that late coming till ___ minutes are allowed. If anyone comes late more than the above-mentioned times, their half-day attendance will be marked as LWP. You can also give them a warning letter regarding their late coming.
Thank you,
Sushma
From China, Beijing
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We are using an electronic punch card system, so employees have to punch the card before 9 am; otherwise, it will result in a red mark on the card. If an employee is late three times in a week, a day's leave will be deducted. If there are five instances of lateness in a month, further disciplinary action will be taken.
While the system is effective, it has led to increased tension in the office.
From India, Delhi
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While the system is effective, it has led to increased tension in the office.
From India, Delhi
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Provide staff bus for all staff members then u 'll be able to manage there time by ur own timings.
From India, Jalandhar
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From India, Jalandhar
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Hi, Better idea is to display photographs of late comers in the notice board daily. Also,display frequent late comers photos separately then see the results.......... Regards- PR
From Singapore, Singapore
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From Singapore, Singapore
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Hi Everyone,
I think that the suggestions that you people are giving are quite harsh. According to me, you should follow the below-mentioned ways. You will see that your employees are coming on/before time. Also, these ideas will help you to reduce absenteeism as well. Ideas include monetary and non-monetary solutions.
Many companies have also experienced this problem, and we have developed measures to bring it down, succeeding to a large extent but not 100%.
1. You can introduce a cash award (Rs100-150) scheme along with an appreciation letter for the workmen who do not have any LOP's during that year, and you can give them this on the eve of 26th Jan every year.
2. It has yielded results. Alternatively, you can introduce a 3-year cash award (Rs300/-) per workman who does not have any LOP during the 3 years. The strength is increasing as well.
3. You can give a silver article on the eve of 26 Jan and have their name displayed, along with the awarded photo, in the gallery for those employees who have not availed any CL, SL, EL, PL, etc.
4. Lastly, you can adopt various counseling measures for him/her and his/her family members, with the help of the union.
Regards,
Shweta
From India, New Delhi
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I think that the suggestions that you people are giving are quite harsh. According to me, you should follow the below-mentioned ways. You will see that your employees are coming on/before time. Also, these ideas will help you to reduce absenteeism as well. Ideas include monetary and non-monetary solutions.
Many companies have also experienced this problem, and we have developed measures to bring it down, succeeding to a large extent but not 100%.
1. You can introduce a cash award (Rs100-150) scheme along with an appreciation letter for the workmen who do not have any LOP's during that year, and you can give them this on the eve of 26th Jan every year.
2. It has yielded results. Alternatively, you can introduce a 3-year cash award (Rs300/-) per workman who does not have any LOP during the 3 years. The strength is increasing as well.
3. You can give a silver article on the eve of 26 Jan and have their name displayed, along with the awarded photo, in the gallery for those employees who have not availed any CL, SL, EL, PL, etc.
4. Lastly, you can adopt various counseling measures for him/her and his/her family members, with the help of the union.
Regards,
Shweta
From India, New Delhi
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Further, what you can do is, just apply these ways not only on absebteeism but also/only on late comings. Regards, Shweta
From India, New Delhi
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From India, New Delhi
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Hi all, All of your inputs are really facinating, i didn’t expect such a instant feedback from everyone. Thanks to all and citeHR... 8) Regards cgnanij
From India, Madras
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From India, Madras
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Hi,
I have gone through all the suggestions to stop late coming to the office. I agree with the suggestion of rewarding employees for arriving on time. However, I have another suggestion that has already been practiced in one of my friend's offices in Gurgaon. It's a Kaizen concept. They do not take any punitive action for lateness. The only requirement for a latecomer (including my friend) is to write their name on a large blackboard placed near the main entrance. At the top of the blackboard, it's written in Hindi, 'Aaj mein late aaya hoon.' That's all! This approach has been highly effective. Latecomers voluntarily write their names on the board before entering the office. No words are spoken to them. Believe me, now they rarely see a name on the board.
Thanks,
Ashok
From India
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I have gone through all the suggestions to stop late coming to the office. I agree with the suggestion of rewarding employees for arriving on time. However, I have another suggestion that has already been practiced in one of my friend's offices in Gurgaon. It's a Kaizen concept. They do not take any punitive action for lateness. The only requirement for a latecomer (including my friend) is to write their name on a large blackboard placed near the main entrance. At the top of the blackboard, it's written in Hindi, 'Aaj mein late aaya hoon.' That's all! This approach has been highly effective. Latecomers voluntarily write their names on the board before entering the office. No words are spoken to them. Believe me, now they rarely see a name on the board.
Thanks,
Ashok
From India
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On the other side; if any employee argue that he some times leave officer after office hours (what about late sitting?) Pl guide. KcDave
From India, Pune
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From India, Pune
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In our company, we have introduced the following methods to avoid latecomers. It really works.
1. We have introduced a biometric system for attendance punching.
2. The system sets 5 minutes past the actual time as the official clock-in time.
3. The first 5 minutes of every day are considered grace time for all employees.
4. Employees are allowed to be late beyond the grace period 10 minutes, twice a month.
5. If an employee is late after the allowed time, half a day will be deducted after punching in 5 minutes past the grace period.
From India, Madras
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1. We have introduced a biometric system for attendance punching.
2. The system sets 5 minutes past the actual time as the official clock-in time.
3. The first 5 minutes of every day are considered grace time for all employees.
4. Employees are allowed to be late beyond the grace period 10 minutes, twice a month.
5. If an employee is late after the allowed time, half a day will be deducted after punching in 5 minutes past the grace period.
From India, Madras
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Hi Sushma,
I have already used this measure to control latecomers in the office. We adopted a system in which latecomers will sign the attendance register with a red pen if they come 15 minutes late from the scheduled time. If someone receives four red signatures in one month, it will be marked as 1 LWP (Leave Without Pay). However, this method hasn't been very effective. I am looking for another solution to address absenteeism and tardiness but haven't found a suitable measure yet. If anyone has a successful strategy, please share it with us.
Thank you.
From India, Jaipur
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I have already used this measure to control latecomers in the office. We adopted a system in which latecomers will sign the attendance register with a red pen if they come 15 minutes late from the scheduled time. If someone receives four red signatures in one month, it will be marked as 1 LWP (Leave Without Pay). However, this method hasn't been very effective. I am looking for another solution to address absenteeism and tardiness but haven't found a suitable measure yet. If anyone has a successful strategy, please share it with us.
Thank you.
From India, Jaipur
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Hi Mr. Sharma You can adopt the techniquesas as suggested by the other members. The suggestions are really good. Thanx Sushma
From China, Beijing
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From China, Beijing
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Dear cgnanig,
Try eliminating barriers that cause late comings. If there are no such barriers, then concentrate on counseling. A policeman's job is not from an HR perspective.
Shweta is almost right, except for "NOT AVAILING LEAVE" (The practice of not availing leave should not be encouraged). Modern HR practices do not advocate this.
From Saudi Arabia, Al Khobar
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Try eliminating barriers that cause late comings. If there are no such barriers, then concentrate on counseling. A policeman's job is not from an HR perspective.
Shweta is almost right, except for "NOT AVAILING LEAVE" (The practice of not availing leave should not be encouraged). Modern HR practices do not advocate this.
From Saudi Arabia, Al Khobar
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Dear cgnanig,
Try eliminating barriers causing late comings. If there are no such barriers, then concentrate on counseling. A policeman's job is not from the HR perspective.
Shweta is almost right except - NOT AVAILING LEAVE (The practice of not availing leave should NOT be encouraged). Modern HR practices do not advocate this.
NASEER
From Saudi Arabia, Al Khobar
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Try eliminating barriers causing late comings. If there are no such barriers, then concentrate on counseling. A policeman's job is not from the HR perspective.
Shweta is almost right except - NOT AVAILING LEAVE (The practice of not availing leave should NOT be encouraged). Modern HR practices do not advocate this.
NASEER
From Saudi Arabia, Al Khobar
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Dear all,
As Swetha mentioned, we have also faced the issue of employees arriving late. I addressed this problem by tracking the weekly attendance report of my employees. I communicated with their respective HODs and relayed the message through them. We have made it clear that persistent tardiness will impact their performance appraisals. Fortunately, since we provide transportation for our employees, tardiness is usually not a significant issue. However, in cases where it does occur, we handle it on a case-by-case basis.
For individuals who consistently arrive late, we must take action by issuing a warning letter. In situations where lateness is occasional, it is beneficial to observe the employee and engage in a conversation to understand the reasons behind the lateness. This approach demonstrates that the HR department is attentive to and monitoring the employees' behavior. Such measures are effective in managing our tardiness concerns.
Additionally, as you suggested, offering cash prizes or awards to the most punctual employees can serve as motivation for others to adhere to punctuality standards.
Y. Gangadhar
Hyderabad
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As Swetha mentioned, we have also faced the issue of employees arriving late. I addressed this problem by tracking the weekly attendance report of my employees. I communicated with their respective HODs and relayed the message through them. We have made it clear that persistent tardiness will impact their performance appraisals. Fortunately, since we provide transportation for our employees, tardiness is usually not a significant issue. However, in cases where it does occur, we handle it on a case-by-case basis.
For individuals who consistently arrive late, we must take action by issuing a warning letter. In situations where lateness is occasional, it is beneficial to observe the employee and engage in a conversation to understand the reasons behind the lateness. This approach demonstrates that the HR department is attentive to and monitoring the employees' behavior. Such measures are effective in managing our tardiness concerns.
Additionally, as you suggested, offering cash prizes or awards to the most punctual employees can serve as motivation for others to adhere to punctuality standards.
Y. Gangadhar
Hyderabad
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All have given their comments from all angles. It works from situation to situation. If there are any certified standing orders and/or a code of conduct, it is advisable to follow them rather than any other modes of action. It will carry weight in the eyes of the law. If there are no certified ones available, then one should refer to the model ones that are readily available in the market.
However, if the atmosphere is such that a reward or other actions could help, it is also a good approach as suggested by Sweeta. Understand the pulse of the situation and proceed; you will achieve success.
Regards,
NKT 8)
From United States, Cambridge
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However, if the atmosphere is such that a reward or other actions could help, it is also a good approach as suggested by Sweeta. Understand the pulse of the situation and proceed; you will achieve success.
Regards,
NKT 8)
From United States, Cambridge
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dear Swetha, i really appreciate the way you has given the solution and i hope its really worthful....... :)
From India, Madras
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From India, Madras
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Hi they are not your slaves. Be sensible in sharing ideas. No body wants to attend late to office. It happens sometimes it happens, due to conveyance, or other petty problems.
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Hi Shweta,
Your comments on paper seem to be good, but at one stage, people will realize that 100/150 is peanuts. Why strain ourselves for this peanuts?
You should have an appraisal form from management as well as from the employee when increments are given. This should reflect during increments and promotions.
It should be noted that due to your frequent late coming, you have lost a promotion. As a responsible employee, late coming will affect the workplace, which is not advisable.
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Your comments on paper seem to be good, but at one stage, people will realize that 100/150 is peanuts. Why strain ourselves for this peanuts?
You should have an appraisal form from management as well as from the employee when increments are given. This should reflect during increments and promotions.
It should be noted that due to your frequent late coming, you have lost a promotion. As a responsible employee, late coming will affect the workplace, which is not advisable.
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Very interesting suggestions by all.
In my view, the following measures are humiliating and should be avoided:
- Writing names on a board
- Putting up photos of latecomers ("MOST WANTED"-type)
Better suggestions are:
- Punching system
- Counseling -> warning -> deduction of pay (step by step)
Monetary incentives for coming on time don't really work because people are already paid to come on time. This can lead to a situation where someone might say, "Look, I am not interested in getting the incentive, so I will come late every day."
Riyaz
From India, Delhi
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In my view, the following measures are humiliating and should be avoided:
- Writing names on a board
- Putting up photos of latecomers ("MOST WANTED"-type)
Better suggestions are:
- Punching system
- Counseling -> warning -> deduction of pay (step by step)
Monetary incentives for coming on time don't really work because people are already paid to come on time. This can lead to a situation where someone might say, "Look, I am not interested in getting the incentive, so I will come late every day."
Riyaz
From India, Delhi
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Hi friends,
I was thinking that our organization is the only place where latecomings are a real problem, but now I realize that it is a global issue. I was under the false assumption because of the flexi-timings used by many companies, and they don't mind people coming late or leaving early unless and until the task is done.
We have implemented an online attendance check-in/check-out system for all our employees, and a half-day leave will be deducted if the employee arrives late more than 3 times per month. This is working quite successfully as we are giving some privileges to them during their latecomings due to genuine reasons (of course purely dependent on management discretion).
The major problem that we face now is that sometimes if people sit late, they demand a late arrival the next day. We agree to this request if the management insists that people sit late to finish urgent tasks. However, there are situations when the tasks assigned to them are not completed on time because of their problems, and they have to sit late to complete them. Even in this case, they demand a late arrival the next day.
Can you suggest anything to overcome/handle this situation?
Sujith
From India, Bangalore
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I was thinking that our organization is the only place where latecomings are a real problem, but now I realize that it is a global issue. I was under the false assumption because of the flexi-timings used by many companies, and they don't mind people coming late or leaving early unless and until the task is done.
We have implemented an online attendance check-in/check-out system for all our employees, and a half-day leave will be deducted if the employee arrives late more than 3 times per month. This is working quite successfully as we are giving some privileges to them during their latecomings due to genuine reasons (of course purely dependent on management discretion).
The major problem that we face now is that sometimes if people sit late, they demand a late arrival the next day. We agree to this request if the management insists that people sit late to finish urgent tasks. However, there are situations when the tasks assigned to them are not completed on time because of their problems, and they have to sit late to complete them. Even in this case, they demand a late arrival the next day.
Can you suggest anything to overcome/handle this situation?
Sujith
From India, Bangalore
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Hi all,
I would like to add to the list of suggestions. We used to display the names of people who are on time on the notice board. This gives a subtle message to latecomers, motivates those who come on time, and find their names every month. This way, you do not embarrass an adult in front of the whole organization.
Hope this helps.
Regards,
NK
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I would like to add to the list of suggestions. We used to display the names of people who are on time on the notice board. This gives a subtle message to latecomers, motivates those who come on time, and find their names every month. This way, you do not embarrass an adult in front of the whole organization.
Hope this helps.
Regards,
NK
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Hi,
I was reading this post and found the following article. It is fantastic..relevant!
Comes In Late
After a recent seminar, a storeowner asked me what he could do to get his bench jeweler to come to work on time. He had tried everything he could think of (including nagging), but nothing seemed to work.
Now I know there are a lot of dependable, conscientious, highly motivated bench jewelers. However, as I travel the country putting on seminars on shop management, I find this to be a growing problem. Whether it is showing up on time or some other job function, more and more storeowners are asking how they can get their bench jewelers to do what they want done, and in the manner they want it done.
First of all, my advice is to sit down and talk with your jeweler. (Actually sit down and have a conversation not just make comments when he comes in late) Two things need to be accomplished in this conversation.
1) Find out why he comes in late.
It maybe lack of interest, lack of motivation, or lack of responsibility. However, it also maybe a legitimate reason, such as he needs to drop off kids at school or he shares a ride with his wife to work and can not make it in sooner. If that is the case you can either adjust his work schedule or work out other arrangements for him to get to work.
2) You need to explain the importance of coming to work on time.
Often we expect things from our employees and have never fully explained what it is we want. Our Employees Can Not Do What We Want Done, If They Do Not Know What It Is We Want Them To Do!
You may find out that they do not come in on time because then they have to put jewelry out in the cases and they feel that is the salespeople’s job. Knowing the reason they are habitually late will allow you to work out a solution with them. Maybe instead of putting out the jewelry, they can have other responsibilities, such as getting the shop ready (filling the steamer, etc.) or organizing the shop’s work and filing the work-in-progress slips. Something that needs to be done and they feel is related to their job in the shop.
Don’t assume they just lack the motivation to come to work on time, it maybe any number of other reasons. Talk with them to find out the reason, then you will be in a position to find a solution you both can live with.
If it comes down to lack of motivation, that they are just not interested in coming on time. You have your work cut out for you. But don’t despair, there are thing you can do to help the situation.
First of all understand that you CANNOT motivate him. No one can motivate anyone but themselves. You have all heard the statement "You can lead a horse to water, but you can not make it drink. Well, I've coined a new phrase; "You Can Lead A Jeweler To A Bench, But You Can Not Make Them Work." The desire to work is just like the desire to drink. It must come from within the individual. You can not force anyone to work any more than you can force them to drink a glass of water.
Now, a long time ago, farmers learned that they can get their livestock to drink adequate water, if they feed them enough salt. By adding salt to their diet the livestock becomes thirsty and will want to drink.
In business it is no different. We need to find something to "feed" our employees to get them to want to work. Dwight Eisenhower said, "The key to leadership is to get people to do what WE want done, because THEY want to do it."
This "something to feed them" falls into two categories:
Negative Consequences
Positive Reinforcement
Negative Consequences is common in disciplining children. If they misbehave, they get a spanking, etc. Although not talked about as much, it is also effective in changing behavior in adults. It is what the police use to get motorist to obey the speed limit. If you break the speed limit, you will receive a ticket.
In business, you can do something similar. If an employee continues an undesirable behavior, such as coming in late, they will receive a negative consequence. These can range from reprimands, loss of pay, suspensions, and ultimately firings.
Although this can be effective in changing behavior, you need to be careful not to rely on these too often. You do not want to create a "firings will continue until the moral improves" atmosphere.
Often the better approach is to provide positive reinforcement by providing a reward when the desired behavior is received rather than punishing the undesired behavior. Putting your jewelers on commission is a form of positive reinforcement. When your jewelers perform their work to your standards (desired behavior), they are paid (reward).
However, commissions are far from the only means of providing positive reinforcement. There are many ways to provide incentives and they do not necessarily have to be monetary rewards either. I heard of one lady whose husband had a very well paying job. Money did not motivate her to perform at her job. However, her employer saw that she liked to give her opinion on how the store should be run. So, he told her if she meet certain weekly goals, he would give her 15 minutes of his undivided attention and she could express her ideas. She never missed a week.
For other ideas see the book "1001 way to reward employees" by Bob Nelson. (You can get it at your library or any bookstore) Be creative and find what incentives you can provide that your employees desire (if they do not desire it, they will not be motivated to receive it)
Both negative consequences and positive reinforcement can be used together effectively. For example, if the jeweler shows up on time every morning for a month, he will receive an incentive. If he receives the incentive three months in a row, a larger reward will be given. However, if he is late five or more mornings during a month, he will receive a warning. Three warnings in a 6-month period maybe ground for dismissal.
The fun thing about managing is there is no ONE right way to do things, and what works today may not work tomorrow because things change! Have fun, be creative, and most important of all sit down and talk with your jewelers. Find out their likes and dislikes. Remember: You Need To Work Together As A Team - Not As Adversaries.
From United Arab Emirates, Dubai
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I was reading this post and found the following article. It is fantastic..relevant!
Comes In Late
After a recent seminar, a storeowner asked me what he could do to get his bench jeweler to come to work on time. He had tried everything he could think of (including nagging), but nothing seemed to work.
Now I know there are a lot of dependable, conscientious, highly motivated bench jewelers. However, as I travel the country putting on seminars on shop management, I find this to be a growing problem. Whether it is showing up on time or some other job function, more and more storeowners are asking how they can get their bench jewelers to do what they want done, and in the manner they want it done.
First of all, my advice is to sit down and talk with your jeweler. (Actually sit down and have a conversation not just make comments when he comes in late) Two things need to be accomplished in this conversation.
1) Find out why he comes in late.
It maybe lack of interest, lack of motivation, or lack of responsibility. However, it also maybe a legitimate reason, such as he needs to drop off kids at school or he shares a ride with his wife to work and can not make it in sooner. If that is the case you can either adjust his work schedule or work out other arrangements for him to get to work.
2) You need to explain the importance of coming to work on time.
Often we expect things from our employees and have never fully explained what it is we want. Our Employees Can Not Do What We Want Done, If They Do Not Know What It Is We Want Them To Do!
You may find out that they do not come in on time because then they have to put jewelry out in the cases and they feel that is the salespeople’s job. Knowing the reason they are habitually late will allow you to work out a solution with them. Maybe instead of putting out the jewelry, they can have other responsibilities, such as getting the shop ready (filling the steamer, etc.) or organizing the shop’s work and filing the work-in-progress slips. Something that needs to be done and they feel is related to their job in the shop.
Don’t assume they just lack the motivation to come to work on time, it maybe any number of other reasons. Talk with them to find out the reason, then you will be in a position to find a solution you both can live with.
If it comes down to lack of motivation, that they are just not interested in coming on time. You have your work cut out for you. But don’t despair, there are thing you can do to help the situation.
First of all understand that you CANNOT motivate him. No one can motivate anyone but themselves. You have all heard the statement "You can lead a horse to water, but you can not make it drink. Well, I've coined a new phrase; "You Can Lead A Jeweler To A Bench, But You Can Not Make Them Work." The desire to work is just like the desire to drink. It must come from within the individual. You can not force anyone to work any more than you can force them to drink a glass of water.
Now, a long time ago, farmers learned that they can get their livestock to drink adequate water, if they feed them enough salt. By adding salt to their diet the livestock becomes thirsty and will want to drink.
In business it is no different. We need to find something to "feed" our employees to get them to want to work. Dwight Eisenhower said, "The key to leadership is to get people to do what WE want done, because THEY want to do it."
This "something to feed them" falls into two categories:
Negative Consequences
Positive Reinforcement
Negative Consequences is common in disciplining children. If they misbehave, they get a spanking, etc. Although not talked about as much, it is also effective in changing behavior in adults. It is what the police use to get motorist to obey the speed limit. If you break the speed limit, you will receive a ticket.
In business, you can do something similar. If an employee continues an undesirable behavior, such as coming in late, they will receive a negative consequence. These can range from reprimands, loss of pay, suspensions, and ultimately firings.
Although this can be effective in changing behavior, you need to be careful not to rely on these too often. You do not want to create a "firings will continue until the moral improves" atmosphere.
Often the better approach is to provide positive reinforcement by providing a reward when the desired behavior is received rather than punishing the undesired behavior. Putting your jewelers on commission is a form of positive reinforcement. When your jewelers perform their work to your standards (desired behavior), they are paid (reward).
However, commissions are far from the only means of providing positive reinforcement. There are many ways to provide incentives and they do not necessarily have to be monetary rewards either. I heard of one lady whose husband had a very well paying job. Money did not motivate her to perform at her job. However, her employer saw that she liked to give her opinion on how the store should be run. So, he told her if she meet certain weekly goals, he would give her 15 minutes of his undivided attention and she could express her ideas. She never missed a week.
For other ideas see the book "1001 way to reward employees" by Bob Nelson. (You can get it at your library or any bookstore) Be creative and find what incentives you can provide that your employees desire (if they do not desire it, they will not be motivated to receive it)
Both negative consequences and positive reinforcement can be used together effectively. For example, if the jeweler shows up on time every morning for a month, he will receive an incentive. If he receives the incentive three months in a row, a larger reward will be given. However, if he is late five or more mornings during a month, he will receive a warning. Three warnings in a 6-month period maybe ground for dismissal.
The fun thing about managing is there is no ONE right way to do things, and what works today may not work tomorrow because things change! Have fun, be creative, and most important of all sit down and talk with your jewelers. Find out their likes and dislikes. Remember: You Need To Work Together As A Team - Not As Adversaries.
From United Arab Emirates, Dubai
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Hi, This was displayed near punching clock of a company "INCOMING IS PUNCTUALITY ,OUTGOING IS RESPONSIBILITY" Regards-PR
From Singapore, Singapore
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From Singapore, Singapore
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Dear Cgnanij,
Before taking any action, please conduct a root cause analysis. There is a high probability that you may find a solution to your problem within it. Subsequently, take actions as suggested by our friends on CiteHR.
Regards,
Nivi
From United States, Springfield
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Before taking any action, please conduct a root cause analysis. There is a high probability that you may find a solution to your problem within it. Subsequently, take actions as suggested by our friends on CiteHR.
Regards,
Nivi
From United States, Springfield
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Hi,
It is a good question. After being in the HR field for the past three years, I do have my own policy to control latecomers.
First of all, give a verbal notice that if somebody is late, you will take strict action against that individual. I know that your employees may take you for granted, but not to worry.
Now, move to the second step. Give a second notice to all employees that if anybody is late for three consecutive days, you will deduct one day's salary. Kindly do the same with 2 to 3 employees who are regularly late. After three days of late coming, inform them that their salary will be deducted for one day. I am sure you will get a positive result.
Regards,
Sheetal 😊
From India, Ahmadabad
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It is a good question. After being in the HR field for the past three years, I do have my own policy to control latecomers.
First of all, give a verbal notice that if somebody is late, you will take strict action against that individual. I know that your employees may take you for granted, but not to worry.
Now, move to the second step. Give a second notice to all employees that if anybody is late for three consecutive days, you will deduct one day's salary. Kindly do the same with 2 to 3 employees who are regularly late. After three days of late coming, inform them that their salary will be deducted for one day. I am sure you will get a positive result.
Regards,
Sheetal 😊
From India, Ahmadabad
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Dear Shweta,
The cash awards you mentioned are nice. But are they for people who do not have any LWP...? Or are they for people who never got late to work...? In case there is more than 1 employee who never got late, then whom do we award?
Looking forward to responses/suggestions from other Cite members as well.
Regards,
Bhavna
From India, Delhi
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The cash awards you mentioned are nice. But are they for people who do not have any LWP...? Or are they for people who never got late to work...? In case there is more than 1 employee who never got late, then whom do we award?
Looking forward to responses/suggestions from other Cite members as well.
Regards,
Bhavna
From India, Delhi
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Hi,
I am the Head of HR in an Automobile Industry. We have a system in which it is mentioned that if anyone is late by more than 200 minutes in a whole month, there will be a deduction of 50 paisa per minute for late coming. This policy has made a significant difference in our organization. Furthermore, if someone continues to pay fines for three months, there will be a deduction of Rs. 500.
I hope this information is helpful to you.
Regards,
Prabhakar Rao.M
From India, Delhi
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I am the Head of HR in an Automobile Industry. We have a system in which it is mentioned that if anyone is late by more than 200 minutes in a whole month, there will be a deduction of 50 paisa per minute for late coming. This policy has made a significant difference in our organization. Furthermore, if someone continues to pay fines for three months, there will be a deduction of Rs. 500.
I hope this information is helpful to you.
Regards,
Prabhakar Rao.M
From India, Delhi
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Dear Friends,
I have a suggestion. I think counseling is better than punitive action. The HR can have a discussion with all the seniors about the frequent latecomings of a few employees and hand over the duty of counseling their juniors to the senior employees. I believe that if the advice on punctuality comes from a senior rather than the HR, it is always more effective. On the other hand, if any senior employee is frequently late, he himself will get the message. I have practiced this, and it has yielded results.
Thanks,
Sunetra
From India, Calcutta
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I have a suggestion. I think counseling is better than punitive action. The HR can have a discussion with all the seniors about the frequent latecomings of a few employees and hand over the duty of counseling their juniors to the senior employees. I believe that if the advice on punctuality comes from a senior rather than the HR, it is always more effective. On the other hand, if any senior employee is frequently late, he himself will get the message. I have practiced this, and it has yielded results.
Thanks,
Sunetra
From India, Calcutta
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Hi,
I somehow feel that these ideas are a bit harsh, and the idea given by Swetha is suitable for manufacturing industries as they will be paid wages daily. So, I feel it's not correct for the software industry as their salaries are high, and they will not think about the monetary benefits they receive if they are not in any kind of LOP's.
My suggestion would be to send a reminder email to all the employees about the leave policy and time management policy of the company. It should be a soft email and meet our objective of reducing late arrivals. Actually, it worked in our company, and we are happy with this.
Regards,
Sireesha HR Executive
From India, Secunderabad
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I somehow feel that these ideas are a bit harsh, and the idea given by Swetha is suitable for manufacturing industries as they will be paid wages daily. So, I feel it's not correct for the software industry as their salaries are high, and they will not think about the monetary benefits they receive if they are not in any kind of LOP's.
My suggestion would be to send a reminder email to all the employees about the leave policy and time management policy of the company. It should be a soft email and meet our objective of reducing late arrivals. Actually, it worked in our company, and we are happy with this.
Regards,
Sireesha HR Executive
From India, Secunderabad
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Hello, I am Sushma Uday working in the IT industry. You can follow the steps below to reduce lateness:
1. Educate on the office timings initially for 2 times.
2. If there is still no improvement, then issue a notice on grace time on the intranet/notice board.
3. Submit a weekly report to the Head of the team/department.
4. Conduct counseling sessions for latecomers on a personal level.
5. Implement a half-day penalty for 2 to 3 instances of lateness.
Regards, Sushma
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1. Educate on the office timings initially for 2 times.
2. If there is still no improvement, then issue a notice on grace time on the intranet/notice board.
3. Submit a weekly report to the Head of the team/department.
4. Conduct counseling sessions for latecomers on a personal level.
5. Implement a half-day penalty for 2 to 3 instances of lateness.
Regards, Sushma
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The only better way to stop the latecomers in the office is to deduct the leaves from their leave balance and send the details of the latecomings to their immediate superiors and HODs, and issue a memo.
Regards,
Ritesh
Senior Executive
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Regards,
Ritesh
Senior Executive
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Hi,
Latecoming is a disease. There are many controls to prevent this type of situation, which are stated below:
1. Counselling
2. Creating Personal Business Scorecard
3. Establishing work-life balance
4. Providing information about latecoming to the respective employees
5. Issuing Show Cause notices
6. Giving warnings
Regards,
CC
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Latecoming is a disease. There are many controls to prevent this type of situation, which are stated below:
1. Counselling
2. Creating Personal Business Scorecard
3. Establishing work-life balance
4. Providing information about latecoming to the respective employees
5. Issuing Show Cause notices
6. Giving warnings
Regards,
CC
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Dear friends,
I introduced a late penalty and bonus system in my office. I have attached the same. However, rules and policies are abundant in our country and corporates, but whether it is practiced and implemented with bias is a big question. In my office, even the new system was a failure due to favoritism. Our policy is that whenever a person comes late, he/she has to produce a late slip signed by the Dept head submitted to HR dept. We also have an On duty slip, which means, in order to avoid giving overtime, if a person leaves the office beyond 7 pm, then they can come late the next day but they have to submit an "on duty" slip signed by their dept head. However, HR cannot control anything and the discipline always lies in the hands of the employee's immediate supervisor/manager. When we are not giving overtime, then we should not insist much on lateness.
How late is late is also a big question as we have permission also which is confusing. So we allow free 3 lates in a month and Two permissions in months, each permission 2 hours. Late means a maximum of 15 minutes after a grace time of 5 minutes. So an employee can avail 3 free lates or 2 permissions. Totally only 3, means, 2 lates + 1 permission in a month or 1 late and 2 permissions in a month or any combination.
I feel marking late or giving permission or giving compensatory off for working on a holiday should be left to the employee's immediate supervisor. This is because HR cannot be monitoring this daily, and it is a waste of time. Department heads should only ensure discipline among their staff, and it is their choice to permit/allow lateness, though they should ensure the jobs are completed. If the jobs are completed and their staff are productive, we need not look into all these. Also, I feel this would be like micromanaging.
At the same time, if your office environment is open with multiple departments and employees seated in the same area along with their dept heads, then discipline should be common for all. If all employees of a particular department sit in a separate closed cabin, then we can leave it to their manager's choice. However, at the end of the year, during appraisal/increment, we can discuss the same with the Department head and get his justification for allowing lateness.
Regards,
Wilfred
From India, Madras
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I introduced a late penalty and bonus system in my office. I have attached the same. However, rules and policies are abundant in our country and corporates, but whether it is practiced and implemented with bias is a big question. In my office, even the new system was a failure due to favoritism. Our policy is that whenever a person comes late, he/she has to produce a late slip signed by the Dept head submitted to HR dept. We also have an On duty slip, which means, in order to avoid giving overtime, if a person leaves the office beyond 7 pm, then they can come late the next day but they have to submit an "on duty" slip signed by their dept head. However, HR cannot control anything and the discipline always lies in the hands of the employee's immediate supervisor/manager. When we are not giving overtime, then we should not insist much on lateness.
How late is late is also a big question as we have permission also which is confusing. So we allow free 3 lates in a month and Two permissions in months, each permission 2 hours. Late means a maximum of 15 minutes after a grace time of 5 minutes. So an employee can avail 3 free lates or 2 permissions. Totally only 3, means, 2 lates + 1 permission in a month or 1 late and 2 permissions in a month or any combination.
I feel marking late or giving permission or giving compensatory off for working on a holiday should be left to the employee's immediate supervisor. This is because HR cannot be monitoring this daily, and it is a waste of time. Department heads should only ensure discipline among their staff, and it is their choice to permit/allow lateness, though they should ensure the jobs are completed. If the jobs are completed and their staff are productive, we need not look into all these. Also, I feel this would be like micromanaging.
At the same time, if your office environment is open with multiple departments and employees seated in the same area along with their dept heads, then discipline should be common for all. If all employees of a particular department sit in a separate closed cabin, then we can leave it to their manager's choice. However, at the end of the year, during appraisal/increment, we can discuss the same with the Department head and get his justification for allowing lateness.
Regards,
Wilfred
From India, Madras
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Hello seniors really this one (Suggested by swetha) is excellent idea to control the late comings........ Regards, Vinod
From India, Hyderabad
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From India, Hyderabad
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Late coming, if perpetual, can be termed as gross misconduct, which can warrant summary dismissal according to labor law. However, before dismissal, there must be a warning given orally and in writing. The person must also be counseled; otherwise, it will be wrongful. If all these steps are taken and the employee remains a latecomer, then they can be dismissed.
From Nigeria, Ibadan
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From Nigeria, Ibadan
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Hi all,
A very good topic for discussion, and in fact, we have received lots of input on this. I would like to know what steps our friend has taken to solve this problem after receiving so much input. This will probably summarize and help us understand the best course of action in such cases.
Regards,
Amith R.
From India, Bangalore
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A very good topic for discussion, and in fact, we have received lots of input on this. I would like to know what steps our friend has taken to solve this problem after receiving so much input. This will probably summarize and help us understand the best course of action in such cases.
Regards,
Amith R.
From India, Bangalore
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Yes, the ideas mentioned by you will be a great help. But the monetary benefits may lead to negatives within the organization, and the reward in cash may not always be a booster for employees. The recognition and also the appreciation in non-monetary ways, as you suggested, will be the best way, I can say.
What we experimented in our organization was a little of Gandhigiri style of Munnabhai for latecomers. We placed a small smiley sticker on the bike stating that "I will be on time today." That worked for a few, and for people not having bikes, it's placed on their desk. Let's see if others will change too.
Regards,
Naresh
Hi Everyone,
I think that the suggestions that you people are giving are quite harsh. According to me, you should follow the below-mentioned ways. You will see that your employees are coming on/before time. Also, these ideas will help you to remove absenteeism as well. Ideas include monetary and non-monetary solutions.
Many companies have also experienced this problem, and we have developed a measure to bring it down, succeeded to a large extent but not 100%.
1. You can introduce a cash award (Rs100-150) scheme along with an appreciation letter for the workmen who do not have any LOP during that year, and you can give them on the eve of 26th Jan every year.
2. It has yielded results. Alternatively, you can introduce a 3-year cash award (Rs300/-) per workman who does not put in LOP during the 3 years. The strength is increasing as well.
3. You can give a silver article on the eve of 26 Jan and have displayed his/her name and awarded photo in the gallery of those employees who have not availed any CL, SL, EL, PL, etc.
4. Lastly, you can adopt various counseling measures for him/her and his/her family members with the help of the union.
Regards,
Shweta
From India, Delhi
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What we experimented in our organization was a little of Gandhigiri style of Munnabhai for latecomers. We placed a small smiley sticker on the bike stating that "I will be on time today." That worked for a few, and for people not having bikes, it's placed on their desk. Let's see if others will change too.
Regards,
Naresh
Hi Everyone,
I think that the suggestions that you people are giving are quite harsh. According to me, you should follow the below-mentioned ways. You will see that your employees are coming on/before time. Also, these ideas will help you to remove absenteeism as well. Ideas include monetary and non-monetary solutions.
Many companies have also experienced this problem, and we have developed a measure to bring it down, succeeded to a large extent but not 100%.
1. You can introduce a cash award (Rs100-150) scheme along with an appreciation letter for the workmen who do not have any LOP during that year, and you can give them on the eve of 26th Jan every year.
2. It has yielded results. Alternatively, you can introduce a 3-year cash award (Rs300/-) per workman who does not put in LOP during the 3 years. The strength is increasing as well.
3. You can give a silver article on the eve of 26 Jan and have displayed his/her name and awarded photo in the gallery of those employees who have not availed any CL, SL, EL, PL, etc.
4. Lastly, you can adopt various counseling measures for him/her and his/her family members with the help of the union.
Regards,
Shweta
From India, Delhi
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How to control latecomers in the office?
First, develop and issue an attendance policy that covers benefits and incentives for punctual employees and punishments for latecomers. Usually, three late arrivals are treated as equivalent to one casual leave and deducted accordingly.
Strict implementation and monitoring of the attendance policy will address all issues related to attendance and time management.
Regards,
Ramzan Sheikh
From Pakistan, Karachi
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First, develop and issue an attendance policy that covers benefits and incentives for punctual employees and punishments for latecomers. Usually, three late arrivals are treated as equivalent to one casual leave and deducted accordingly.
Strict implementation and monitoring of the attendance policy will address all issues related to attendance and time management.
Regards,
Ramzan Sheikh
From Pakistan, Karachi
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Dear All,
Late coming might be due to various reasons:
- Waiting for the proper transport in case they don't have a vehicle of their own.
- Even if vehicles are there... Held up in traffic, especially in Chennai where there is constant traffic at all times except midnight.
- Personal issues.
For these types of issues, we can't always get behind them. Moreover, pushing them to come early within this hour, minute, second, etc., is ridiculous. I have seen a few staff rush through heavy traffic and cross roads like anything without even waiting for signals, which causes lots of accidents.
So, it's better that we introduce a compulsory 8-hour shift. Even if they come late by an hour, they have to compensate by completing 8 hours. Alternatively, if it's not possible, the per hour's salary can be deducted, not the entire day's or half days, because we are all humans, not machines!
These suggestions can be considered and implemented only in the case of genuine reasons.
Thank you,
Arsha
From India, Madras
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Late coming might be due to various reasons:
- Waiting for the proper transport in case they don't have a vehicle of their own.
- Even if vehicles are there... Held up in traffic, especially in Chennai where there is constant traffic at all times except midnight.
- Personal issues.
For these types of issues, we can't always get behind them. Moreover, pushing them to come early within this hour, minute, second, etc., is ridiculous. I have seen a few staff rush through heavy traffic and cross roads like anything without even waiting for signals, which causes lots of accidents.
So, it's better that we introduce a compulsory 8-hour shift. Even if they come late by an hour, they have to compensate by completing 8 hours. Alternatively, if it's not possible, the per hour's salary can be deducted, not the entire day's or half days, because we are all humans, not machines!
These suggestions can be considered and implemented only in the case of genuine reasons.
Thank you,
Arsha
From India, Madras
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Hi,
I fully agree with Shweta. HR people should not appear to be a terror where somebody comes late a certain number of times, and their photo will be displayed on the notice board, or a fine of a full day of LWP will be imposed, etc. Ultimately, this will not be in the interest of the organization. All HR activities are to be confirmative to the organization's requirements and constantly uplift the morale and motivation of the employees so that the output is increased.
More importantly, the counseling of the employees and guiding them to whatever extent possible is essential. I hope this will be helpful in addressing the issue of tardiness.
Thanks,
Umesh Kapoor
From India, Mumbai
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I fully agree with Shweta. HR people should not appear to be a terror where somebody comes late a certain number of times, and their photo will be displayed on the notice board, or a fine of a full day of LWP will be imposed, etc. Ultimately, this will not be in the interest of the organization. All HR activities are to be confirmative to the organization's requirements and constantly uplift the morale and motivation of the employees so that the output is increased.
More importantly, the counseling of the employees and guiding them to whatever extent possible is essential. I hope this will be helpful in addressing the issue of tardiness.
Thanks,
Umesh Kapoor
From India, Mumbai
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Hi Sweta,
It will be applicable for factories, but in IT industries, I do not think it will work. In our office, we are facing the same problem. Instead of several warnings and instructions, the employees are coming late, and we are unable to control them.
Regards,
Navin
From United States, Lake Mary
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It will be applicable for factories, but in IT industries, I do not think it will work. In our office, we are facing the same problem. Instead of several warnings and instructions, the employees are coming late, and we are unable to control them.
Regards,
Navin
From United States, Lake Mary
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Displaying photographs!! Awful idea!! They are employees, not criminals whose photos are displayed in a police station... Not a good idea at all... Staff will feel irritated.
My suggestion is to give them an oral warning. If there is no result, then provide a general notification on the notice board stating that latecomers arriving more than __ hours late will have to provide an explanation; otherwise, it will be treated as half-day leave without pay (LWP). If there is still no result, give a written warning.
From India, Bangalore
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My suggestion is to give them an oral warning. If there is no result, then provide a general notification on the notice board stating that latecomers arriving more than __ hours late will have to provide an explanation; otherwise, it will be treated as half-day leave without pay (LWP). If there is still no result, give a written warning.
From India, Bangalore
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Dear cgnanij,
As a middle management supervisor in a PSU, which was a Government organization once, I have been facing the same problem then and even now.
Everyone from the top is aware of the situation, but no one is willing to take action as some of the fellow workers are harsh in their nature and threaten the supervisor or officer that they will be manhandled.
One of my friends has mentioned that all ideas are harsh. In India, especially concerning living conditions, fear is the only thing that could solve the problem. I have experienced this during an emergency period. No one was late; even people coming from far distances were on time. So, what made them late? The lethargy of the supervisor and improper action against the concerned officials. Therefore, harsh action is the only solution.
According to the rules, you can deduct salary for every late arrival, issue warnings, censure, make suitable entries in their Service Book, Confidential Report, which will affect their promotion, or in extreme cases, even dismiss them to bring the situation under control.
With best wishes,
C K Jambulingam alias sengailingam
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As a middle management supervisor in a PSU, which was a Government organization once, I have been facing the same problem then and even now.
Everyone from the top is aware of the situation, but no one is willing to take action as some of the fellow workers are harsh in their nature and threaten the supervisor or officer that they will be manhandled.
One of my friends has mentioned that all ideas are harsh. In India, especially concerning living conditions, fear is the only thing that could solve the problem. I have experienced this during an emergency period. No one was late; even people coming from far distances were on time. So, what made them late? The lethargy of the supervisor and improper action against the concerned officials. Therefore, harsh action is the only solution.
According to the rules, you can deduct salary for every late arrival, issue warnings, censure, make suitable entries in their Service Book, Confidential Report, which will affect their promotion, or in extreme cases, even dismiss them to bring the situation under control.
With best wishes,
C K Jambulingam alias sengailingam
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Hi,
Could someone please send me the Flexi-timings policy if it has been successfully implemented in your workplace? I would also like to know if the management is happy about this and if the desired results were achieved without affecting the individual and the company's performance.
Thanks,
Sumathi
From India
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Could someone please send me the Flexi-timings policy if it has been successfully implemented in your workplace? I would also like to know if the management is happy about this and if the desired results were achieved without affecting the individual and the company's performance.
Thanks,
Sumathi
From India
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Dear All,
I completely agree with Sheetal because this formula works. I am an HR professional in the real estate industry, and I have found that late coming is common. I solved this problem by implementing a policy of deducting half a day from the salary of employees who arrive late, and it has been effective. Now, in my company, late arrivals are very rare.
With regards,
Nisha
From India, Gurgaon
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I completely agree with Sheetal because this formula works. I am an HR professional in the real estate industry, and I have found that late coming is common. I solved this problem by implementing a policy of deducting half a day from the salary of employees who arrive late, and it has been effective. Now, in my company, late arrivals are very rare.
With regards,
Nisha
From India, Gurgaon
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