Respected All members,
I have recently found that most of the employees in our organization are crossing the time limits during the breaks.Hence, I would like to intimate them.Please correct me on this.
\'Dear All,
It has come to the notice of the management that many of the employees are exceeding the stipulated time during the breaks.
Let us all consider this with due importance and keep a track of the same each time we take a break, so that it doesn\'t hinder our normal functioning \'
From India
I have recently found that most of the employees in our organization are crossing the time limits during the breaks.Hence, I would like to intimate them.Please correct me on this.
\'Dear All,
It has come to the notice of the management that many of the employees are exceeding the stipulated time during the breaks.
Let us all consider this with due importance and keep a track of the same each time we take a break, so that it doesn\'t hinder our normal functioning \'
From India
Dear hr_right_here,
While you may issue the office circular, I do not question the purpose of it. Nevertheless, I prefer you having holistic view of the problem. By issuing some circular, you are trying fix the symptom and not the cause.
Why employees afford to take extended time for lunch? Do they work beyond specified hours because of this? If yes, then what is the quantum of extra time per person?
If employees have sufficient workload then generally they adhere to their lunch time on their own. Within our family circle there is one employee of very prominent IT company. She told that in the recent past the work has increased to such a level that barely they get time to take lunch. Earlier people could visit to other departments but now hardly they get time for any extra activity. In view of this, my question is that have you done workload analysis? If yes, then on what parameters?
Do the employees have KRAs that make them to stretch their limits? Do the employees have been given targets to acquire some behavioural competency on their own? How much time do they spend in learning?
Circular may not have sufficient impact. There could be salutary effect of circular and there could be relapse. In that case will you start taking disciplinary action for late coming? If yes, then that would be old style of management.
Let me reiterate that I am not against issue of circular per se. Objective of my post is put forth opposite viewpoint, hence this reply.
Thanks,
Dinesh V Divekar
From India, Bangalore
7879While you may issue the office circular, I do not question the purpose of it. Nevertheless, I prefer you having holistic view of the problem. By issuing some circular, you are trying fix the symptom and not the cause.
Why employees afford to take extended time for lunch? Do they work beyond specified hours because of this? If yes, then what is the quantum of extra time per person?
If employees have sufficient workload then generally they adhere to their lunch time on their own. Within our family circle there is one employee of very prominent IT company. She told that in the recent past the work has increased to such a level that barely they get time to take lunch. Earlier people could visit to other departments but now hardly they get time for any extra activity. In view of this, my question is that have you done workload analysis? If yes, then on what parameters?
Do the employees have KRAs that make them to stretch their limits? Do the employees have been given targets to acquire some behavioural competency on their own? How much time do they spend in learning?
Circular may not have sufficient impact. There could be salutary effect of circular and there could be relapse. In that case will you start taking disciplinary action for late coming? If yes, then that would be old style of management.
Let me reiterate that I am not against issue of circular per se. Objective of my post is put forth opposite viewpoint, hence this reply.
Thanks,
Dinesh V Divekar
From India, Bangalore
Dear Sir,
It is a huge privilege to receive a reply from your side. And yes, I am open to have a holistic view on this.
We are fifteen in number (including myself). The employees recently have been exceeding their break time (tea breaks) to almost half an hour which is beyond the permissible limits (though the lunch breaks are maintained within the limit which is one hour). The employees are permitted to take a five minutes tea/snacks break in the morning and evening so that it helps them to relax.
Work load is neither too light nor too heavy in the current situation but, yes I have not used any parameters to the check the same. I will be obliged if you could shed some light as how to carry this out.
The team had a Team Leader/PM, who had resigned recently for better opportunity. Hence, I see the sudden change in the attitude of employees/juniors .They have seemed to become a bit relaxed towards their work which is reflected in extending their tea breaks .
As pointed out, taking strict actions against anybody coming late is an old school. But, instead if the HR observes the person and a private conversion with the employee can help to track the real cause for such behaviour. Similarly, I would like to know the exact cause of this change ( I do remember that the TL used to give them strict warnings while they cross tea breaks).
Can this change be because they need a strict person to keep an eye on them or is it because of change in work load as you mentioned? Please help me to carry this out so that I can reach the root cause
From India
It is a huge privilege to receive a reply from your side. And yes, I am open to have a holistic view on this.
We are fifteen in number (including myself). The employees recently have been exceeding their break time (tea breaks) to almost half an hour which is beyond the permissible limits (though the lunch breaks are maintained within the limit which is one hour). The employees are permitted to take a five minutes tea/snacks break in the morning and evening so that it helps them to relax.
Work load is neither too light nor too heavy in the current situation but, yes I have not used any parameters to the check the same. I will be obliged if you could shed some light as how to carry this out.
The team had a Team Leader/PM, who had resigned recently for better opportunity. Hence, I see the sudden change in the attitude of employees/juniors .They have seemed to become a bit relaxed towards their work which is reflected in extending their tea breaks .
As pointed out, taking strict actions against anybody coming late is an old school. But, instead if the HR observes the person and a private conversion with the employee can help to track the real cause for such behaviour. Similarly, I would like to know the exact cause of this change ( I do remember that the TL used to give them strict warnings while they cross tea breaks).
Can this change be because they need a strict person to keep an eye on them or is it because of change in work load as you mentioned? Please help me to carry this out so that I can reach the root cause
From India
Dear hr_right_here,
If you feel that taking disciplinary action could be old school of thought then you need to apply pressure differently. One is pressure of performance and another is working beyond specified working hours.
In my last post, I had told you measure how much extra time is put up per person. You have 15 persons and suppose if your working hours are nine then total comes to 105 hours. Start calculating how many extra hours are put up per day. Start it putting on notice board. This will improve their productivity, that is for sure.
Secondly, you have also not written anything about having KRAs. Have the staffs been given little tougher KRAs? It appears that the KRAs are little easily attainable, hence they can while away their time in break periods.
Thirdly, what is the tea-break time? Five minutes is too insufficient. You need to have at least 10-15 minutes.
Last but not the least you have written that "The team had a Team Leader/PM, who had resigned recently for better opportunity. Hence, I see the sudden change in the attitude of employees/juniors .They have seemed to become a bit relaxed towards their work which is reflected in extending their tea breaks. This reminds me age old proverb "when cat is away, mice will play". Therefore, again it bogs down to workload analysis or measures of performance.
I strongly recommend you instituting Performance Management System (PMS) in your company. This will bring a cultural change in your company. For the details, you may check the hyperlink given in my signature column.
Thanks,
Dinesh Divekar
From India, Bangalore
If you feel that taking disciplinary action could be old school of thought then you need to apply pressure differently. One is pressure of performance and another is working beyond specified working hours.
In my last post, I had told you measure how much extra time is put up per person. You have 15 persons and suppose if your working hours are nine then total comes to 105 hours. Start calculating how many extra hours are put up per day. Start it putting on notice board. This will improve their productivity, that is for sure.
Secondly, you have also not written anything about having KRAs. Have the staffs been given little tougher KRAs? It appears that the KRAs are little easily attainable, hence they can while away their time in break periods.
Thirdly, what is the tea-break time? Five minutes is too insufficient. You need to have at least 10-15 minutes.
Last but not the least you have written that "The team had a Team Leader/PM, who had resigned recently for better opportunity. Hence, I see the sudden change in the attitude of employees/juniors .They have seemed to become a bit relaxed towards their work which is reflected in extending their tea breaks. This reminds me age old proverb "when cat is away, mice will play". Therefore, again it bogs down to workload analysis or measures of performance.
I strongly recommend you instituting Performance Management System (PMS) in your company. This will bring a cultural change in your company. For the details, you may check the hyperlink given in my signature column.
Thanks,
Dinesh Divekar
From India, Bangalore
Dear Sir,
I appreciate your reply and would consider all those mentioned in your post.
Please convey how can I reach you for a discussion on a confidential matter.
Thanking you again for the responses.
Thanks & Regards,
From India
I appreciate your reply and would consider all those mentioned in your post.
Please convey how can I reach you for a discussion on a confidential matter.
Thanking you again for the responses.
Thanks & Regards,
From India
Dear Dinesh,
If the chit chat is going on for years together you will not be able to stop chit chat in a day or two. You talk to the employee personally and individually and counsel them as a first step and then gradually go for action just as issuing warning letter, show cause letter and lastly go for extreme like issuing charge sheet and I hope you will get result.
G K Sarkar
From India, Mumbai
If the chit chat is going on for years together you will not be able to stop chit chat in a day or two. You talk to the employee personally and individually and counsel them as a first step and then gradually go for action just as issuing warning letter, show cause letter and lastly go for extreme like issuing charge sheet and I hope you will get result.
G K Sarkar
From India, Mumbai
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