i work for a railroad consulting company and the employee base mostly comprises of CAD Engineers, Mechanical, civil and electric engineers...the company's management has pampered the staff so much that they take them for granted...almost 75% of the employees have tendency to come late...when i thought of giving memos, my ED objected because he was more interested in the projects on which those fellows are working on. I have been asked to devise some creative ways to curb this menace and do a turn around in the work culture..can anyone suggest me some ideas..i have some of my own but if i get ur inputs, it will be too good...
From India, Hyderabad
3From India, Hyderabad
Hi,
Your ED is correct.
Issuing memos etc are all part of bureucracy and one has to find creative measures for tackling these problems.
In the open house meeting you can ask the ED to address this issue and ask them to come on time , and this will not work for sure.
I'll suggest a few ways.
1. Give away some materailistic gifts to those who come early.
2. Ask those who come later than a stipulated time (say 9.45) to get sweets or cakes for all those who came before him.
3. Call a weekly informal meeting and reward the best late-comer award to the person who came late on an average that week. You can also punish him by making him sing or dance.
4. Take away the muster roll and perform a treasure - hunt place it in some secret location after 5-10 minutes from the commencement of the office time.
5. Make a late-comer cap and place it on the late comer's head for the day.
Think of more, I'm sure you'll strike a lot of ideas.
Happy implementing, and make sure you convey the results to us.
-----
sree
From India, New Delhi
Your ED is correct.
Issuing memos etc are all part of bureucracy and one has to find creative measures for tackling these problems.
In the open house meeting you can ask the ED to address this issue and ask them to come on time , and this will not work for sure.
I'll suggest a few ways.
1. Give away some materailistic gifts to those who come early.
2. Ask those who come later than a stipulated time (say 9.45) to get sweets or cakes for all those who came before him.
3. Call a weekly informal meeting and reward the best late-comer award to the person who came late on an average that week. You can also punish him by making him sing or dance.
4. Take away the muster roll and perform a treasure - hunt place it in some secret location after 5-10 minutes from the commencement of the office time.
5. Make a late-comer cap and place it on the late comer's head for the day.
Think of more, I'm sure you'll strike a lot of ideas.
Happy implementing, and make sure you convey the results to us.
-----
sree
From India, New Delhi
I agree with sree on one point - hold a meeting by department, not the full compliment of employees, only those who have been habitual lates/ tardys.
Remind them of their responsibilities to the Company, and Co-workers.
The Company pays for a full day’s efforts. If an employee is late (s)he cannot provide the service that has been legally and morally contracted for. In fact, they are stealing, at best and committing fraud at worse.
Co-workers rely on their presence to help solve problems, integrate concepts, and assist in the efficient flow of work. Absence due to lateness holds up the work of colleagues. That’s like having a spring break in a watch. A simple component leads to devesting results.
I’m not a big proponent of rewarding employees for accepting and recognizing their responsibilities. Reward should be meted out for extra-ordinary achievement. To provide rewards for on-time attendance, lessens the impact and diminishes the substance.
Nor do I think that “sweets or cakes” is the answer. Suppose an employee refuses? What will happen? Will you let them leave work to get the “sweets or cakes” ? (Employees will be clamoring to be the last one in.)
Similarly a “best late comer award” and/or “late comer cap” (to be worn all day) is, in my mind, insulting, demeaning and will have little or no impact on the offenders. In fact these kinds of things are apt to cause dissention, lower morale, and create the basis for more challenges to management’s authority.
Likewise for the “Treasure Hunt” - I believe that it will further delay of the start of work. Employees may refuse to be lured into the hunt, or, in the alternative, go around, possibly outside their work area, looking for the “Treasure”. Meanwhile, nothing productive is being done and other personnel are being distracted.
You have a serious problem that can spread and affect the morale of the rest of the workforce.
What would happen if a non-“pampered” group (Admin, for example) began to come in late? If discipline would be imposed, it would be discriminatory, since management has already approved such behavior in another group within the Company. If they did nothing, the message to the rest of the organization is that coming to work late is the norm for the Company.
Before long the whole organization is in chaos. Everyone coming to work at a different time; setting their own hours; leaving before the end of the shift. If that is what Management wants - Flex Time - then they should announce a new policy. If not, they must be prepared to enforce the one they have.
From United States,
Remind them of their responsibilities to the Company, and Co-workers.
The Company pays for a full day’s efforts. If an employee is late (s)he cannot provide the service that has been legally and morally contracted for. In fact, they are stealing, at best and committing fraud at worse.
Co-workers rely on their presence to help solve problems, integrate concepts, and assist in the efficient flow of work. Absence due to lateness holds up the work of colleagues. That’s like having a spring break in a watch. A simple component leads to devesting results.
I’m not a big proponent of rewarding employees for accepting and recognizing their responsibilities. Reward should be meted out for extra-ordinary achievement. To provide rewards for on-time attendance, lessens the impact and diminishes the substance.
Nor do I think that “sweets or cakes” is the answer. Suppose an employee refuses? What will happen? Will you let them leave work to get the “sweets or cakes” ? (Employees will be clamoring to be the last one in.)
Similarly a “best late comer award” and/or “late comer cap” (to be worn all day) is, in my mind, insulting, demeaning and will have little or no impact on the offenders. In fact these kinds of things are apt to cause dissention, lower morale, and create the basis for more challenges to management’s authority.
Likewise for the “Treasure Hunt” - I believe that it will further delay of the start of work. Employees may refuse to be lured into the hunt, or, in the alternative, go around, possibly outside their work area, looking for the “Treasure”. Meanwhile, nothing productive is being done and other personnel are being distracted.
You have a serious problem that can spread and affect the morale of the rest of the workforce.
What would happen if a non-“pampered” group (Admin, for example) began to come in late? If discipline would be imposed, it would be discriminatory, since management has already approved such behavior in another group within the Company. If they did nothing, the message to the rest of the organization is that coming to work late is the norm for the Company.
Before long the whole organization is in chaos. Everyone coming to work at a different time; setting their own hours; leaving before the end of the shift. If that is what Management wants - Flex Time - then they should announce a new policy. If not, they must be prepared to enforce the one they have.
From United States,
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
LATE COMING.doc