Dear Folks,
I have an employee who is always reporting late to the office. I have tried my best to fix the problem by sending him a cautionary email and also speaking to the employee personally. It did pay off, and he is making it early these days, but I was wondering what other methods as HR we can adopt to address the problem of lateness.
Awaiting your suggestions!
From India, Hyderabad
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4I have an employee who is always reporting late to the office. I have tried my best to fix the problem by sending him a cautionary email and also speaking to the employee personally. It did pay off, and he is making it early these days, but I was wondering what other methods as HR we can adopt to address the problem of lateness.
Awaiting your suggestions!
From India, Hyderabad
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Dear Sunita,
It is great on our part to boost employee morale and address problems of such kinds. The issue that we are talking about is Industrial Relations. However, it is also the duty of HR to sort out such problems within its scope, power, effectiveness, and efficiency.
Now, there are certain things that as an HR professional we can handle:-
1) Develop a card-swapping mechanism wherein the margin of time can be pre-programmed and fed to the system, leading to a deduction of half-day salary if not followed.
2) As an HR professional in an organization, if it is found that only one employee is consistently late or unable to arrive on time, the approach you have adopted is effective.
3) Another approach is to be strict enough to inform the security guard about the time expectations and then strictly prohibit the entry of any employee to the workplace.
4) Lastly, follow a more liberal and easy-going approach (known as the Google Way) which can help boost employee morale and facilitate meeting growth targets within the specified time frame.
I hope this information might help us in achieving our goals. However, as HR professionals, we may not be able to fully address the issue; we may need Industrial Relations Personnel to provide a comprehensive solution.
From India, Madurai
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It is great on our part to boost employee morale and address problems of such kinds. The issue that we are talking about is Industrial Relations. However, it is also the duty of HR to sort out such problems within its scope, power, effectiveness, and efficiency.
Now, there are certain things that as an HR professional we can handle:-
1) Develop a card-swapping mechanism wherein the margin of time can be pre-programmed and fed to the system, leading to a deduction of half-day salary if not followed.
2) As an HR professional in an organization, if it is found that only one employee is consistently late or unable to arrive on time, the approach you have adopted is effective.
3) Another approach is to be strict enough to inform the security guard about the time expectations and then strictly prohibit the entry of any employee to the workplace.
4) Lastly, follow a more liberal and easy-going approach (known as the Google Way) which can help boost employee morale and facilitate meeting growth targets within the specified time frame.
I hope this information might help us in achieving our goals. However, as HR professionals, we may not be able to fully address the issue; we may need Industrial Relations Personnel to provide a comprehensive solution.
From India, Madurai
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Dear Sunita,
As I don't have any knowledge about the nature of the organization, still I would like to suggest you to consider implementing an incentive plan for timely reporting. Please email me back if you want by mentioning your company's nature.
Aparajita
From India, Guwahati
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As I don't have any knowledge about the nature of the organization, still I would like to suggest you to consider implementing an incentive plan for timely reporting. Please email me back if you want by mentioning your company's nature.
Aparajita
From India, Guwahati
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Dear Sunita,
As Zalak suggested, consider implementing attendance software such as a showcard or punch card. Additionally, you can mark half-day attendance for employees who arrive late to the office and ask them to fill out leave requests for those days.
Thank you.
From India, Madras
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As Zalak suggested, consider implementing attendance software such as a showcard or punch card. Additionally, you can mark half-day attendance for employees who arrive late to the office and ask them to fill out leave requests for those days.
Thank you.
From India, Madras
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If your organization is small, then keep a register for signatures in your office. After a set time, say 10 minutes before the office closes, hand over this register to the head of your company for their final signature. Once the boss signs, no one else can sign it without direct approval from the boss or by following some other formal procedure for late signatures.
If your organization is large, implement a fingerprint machine, and that should suffice.
Naeem
Email: mnaeem81@mol.com :-P
From United Arab Emirates, Dubai
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If your organization is large, implement a fingerprint machine, and that should suffice.
Naeem
Email: mnaeem81@mol.com :-P
From United Arab Emirates, Dubai
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Give him repeated warning 2-3 times, if he is still coming late,throw him out of the organisation. Don’t tolerate indiscipline in office.
From India, Nagpur
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From India, Nagpur
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Dear Sunita,
In my last organization, there were several habitual latecomers. To curb this, HR followed the policy of deducting one day's leave when an employee arrived late to the office for more than three days in a month. If the employee didn't have any leaves left, one day's pay was deducted.
Regards,
Swati Verma
From India, Delhi
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In my last organization, there were several habitual latecomers. To curb this, HR followed the policy of deducting one day's leave when an employee arrived late to the office for more than three days in a month. If the employee didn't have any leaves left, one day's pay was deducted.
Regards,
Swati Verma
From India, Delhi
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Sunitha,
As an HR professional, we can do the following:
01. Counsel him and try to understand the reason for his late arrivals.
02. Address the issue with his boss and attempt to seek support from his manager.
03. Deduct the leaves from his account if he arrives late more than three times in a month.
04. Create a circular and post it on the notice board regarding tardiness in the office.
05. Lastly, the option of taking disciplinary action by issuing a warning letter as per our standing orders for being late more than three days in a month and possibly suspending him for one day (for not attending duty).
Regards,
Suraj Varma
From India, Hyderabad
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As an HR professional, we can do the following:
01. Counsel him and try to understand the reason for his late arrivals.
02. Address the issue with his boss and attempt to seek support from his manager.
03. Deduct the leaves from his account if he arrives late more than three times in a month.
04. Create a circular and post it on the notice board regarding tardiness in the office.
05. Lastly, the option of taking disciplinary action by issuing a warning letter as per our standing orders for being late more than three days in a month and possibly suspending him for one day (for not attending duty).
Regards,
Suraj Varma
From India, Hyderabad
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Hi, what's your problem? Is he putting enough amount of work? Is he productive? The problem with us is that we want a person to be on time but not necessarily productive. And if he is productive, we cannot give him the leverage of coming late, you know why? Tomorrow everyone will do it. In fact, you can use his late coming as a great tool to get things done from him, even things like going against any union directive. Just think of the infinite possibilities. You have a dedicated soul who knows it's because of you he is safe. Let him be your ears, eyes, and hands for all the dirty work.
From India, Mumbai
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From India, Mumbai
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Well, all I could say is that if the person is productive and doing justice to his assignments and finishing up the tasks on or before time, then late coming can be well ignored. If not, then with the help of the Attendance Software, he can be subjected to strict statutory actions.
From India, Faridabad
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From India, Faridabad
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(Fact Checked)-The user's reply contains a minor typo ("do't" should be "don't"). The suggestion to consider implementing an incentive plan for timely reporting is a good one, especially when dealing with tardiness in the workplace. (1 Acknowledge point)