Dear Cite member, This is to request you that please suggest if company is not paying salary on time then how to convince employees.
From India, Pune
3From India, Pune
Hello Umeshvpandya,
The BEST policy in such circumstances is to SPEAK THE TRUTH & place the FACTS on the table--maybe in a common meeting with the employees.
If you begin to think of any circuitous routes to tell the employees, you are bound to end-up in a sure-shot disaster.
I recollect an old movie of Aamir Khan...not sure of the title.....where he goes to the shopfloor, thanks the employees for the work they put-in & informs that he needs to close his business since all his attempts to raise the funds--needed to execute the big order they were working on--have failed. And the employees appreciate his honest & plain-speaking in the matter & start giving ideas where ALL of them share the situation & responsibilities [including some proposing to take half-salary & some to work for extra hours]. As in any movie, the ending is a happy one.....but there are TWO BIG LESSONS for any corporate in this.
ONE, it always pays to be honest--NOT as a last-minute measure/alternative, but as a wholehearted policy.
TWO, never ever underestimate the low-rung employees' mindsets/nature. They can come-up with absolutely great & practical gems in any brainstorming session, IF they are convinced that you are speaking from the core of your heart.
However, the PRIMARY aspect in such an attempt is that the company needs to have clarity in the future plans--if this isn't there, then the best way could be to inform the employees to make their choices, including leaving.
I have seen quite a few companies [especially IT] where the employees are EITHER left in the dark OR given a rosy picture till the very end--and when the need arises to lay-off people, there's total chaos & needless acrimony.
All the Best.
Rgds,
TS
From India, Hyderabad
The BEST policy in such circumstances is to SPEAK THE TRUTH & place the FACTS on the table--maybe in a common meeting with the employees.
If you begin to think of any circuitous routes to tell the employees, you are bound to end-up in a sure-shot disaster.
I recollect an old movie of Aamir Khan...not sure of the title.....where he goes to the shopfloor, thanks the employees for the work they put-in & informs that he needs to close his business since all his attempts to raise the funds--needed to execute the big order they were working on--have failed. And the employees appreciate his honest & plain-speaking in the matter & start giving ideas where ALL of them share the situation & responsibilities [including some proposing to take half-salary & some to work for extra hours]. As in any movie, the ending is a happy one.....but there are TWO BIG LESSONS for any corporate in this.
ONE, it always pays to be honest--NOT as a last-minute measure/alternative, but as a wholehearted policy.
TWO, never ever underestimate the low-rung employees' mindsets/nature. They can come-up with absolutely great & practical gems in any brainstorming session, IF they are convinced that you are speaking from the core of your heart.
However, the PRIMARY aspect in such an attempt is that the company needs to have clarity in the future plans--if this isn't there, then the best way could be to inform the employees to make their choices, including leaving.
I have seen quite a few companies [especially IT] where the employees are EITHER left in the dark OR given a rosy picture till the very end--and when the need arises to lay-off people, there's total chaos & needless acrimony.
All the Best.
Rgds,
TS
From India, Hyderabad
Hi UmeshV Pandey,
It is a very big offense to employees, Since every one will have their own commitments and employees majorly has to plan their commitments as per the pay of company. So, You will defiantly face a big challenge if you try to convince employees, Instead plan a fixed Payroll day and communicate the same to all employees in advance, In order to ensure the salary credits as per committed date.
For this, U need to Have a discussion with Management, with a prior observation of maximum delay that is happening on every month and propose a fixed date to management considering the maximum delay happening on every month, ensuring they will be confident enough to accept the date you refer, And put the matter in such a way conveying the importance of PAY ON TIME, And the impacts of the regular delay of payments. Since, The date your referred has already mentions the maximum delay date(take the maximum delay happened from the last three months), Management will accept for the proposed date for sure.
Here you need to remember that, PAY ON TIME does not refer the salary payment on the first working day of the month or last working day of the month, but Its more of paying employees as per the communicated dates.
So, As this approach provides a maximum buffer time for the management to arrange the salary funds and Ensures Employees pay as per committed date , You can actually come out from this issue, Instead trying to convince the employees.
From India, Bangalore
It is a very big offense to employees, Since every one will have their own commitments and employees majorly has to plan their commitments as per the pay of company. So, You will defiantly face a big challenge if you try to convince employees, Instead plan a fixed Payroll day and communicate the same to all employees in advance, In order to ensure the salary credits as per committed date.
For this, U need to Have a discussion with Management, with a prior observation of maximum delay that is happening on every month and propose a fixed date to management considering the maximum delay happening on every month, ensuring they will be confident enough to accept the date you refer, And put the matter in such a way conveying the importance of PAY ON TIME, And the impacts of the regular delay of payments. Since, The date your referred has already mentions the maximum delay date(take the maximum delay happened from the last three months), Management will accept for the proposed date for sure.
Here you need to remember that, PAY ON TIME does not refer the salary payment on the first working day of the month or last working day of the month, but Its more of paying employees as per the communicated dates.
So, As this approach provides a maximum buffer time for the management to arrange the salary funds and Ensures Employees pay as per committed date , You can actually come out from this issue, Instead trying to convince the employees.
From India, Bangalore
Dear Umesh,
I second Sateesh , please prepare for an open-house or a similar format for communication, with your employees. Consider all the points that needs to be acknowledged and addressed. Create a brain-map to all the questions that would be raised by your employees and find the most honest answer to it. Request your employees for suggestions, on how to stay-put, till the salaries can be disbursed. Even though you cant implement all their suggestions, you still might get a chance to involve them at a different level, similar to what Sateesh suggested.
Remain prepared to handle the tough questions and hard feelings. However, taking it openly right now, is far better than bottling it up for a disaster, later.
Talk to the most trusted leaders and get them to manage this open house, with you. These leaders will have a cue to how should the message be shared with your employees and help you frame the communication, right.
Consider this as an opportunity to put the best of brains together and work towards a shared goal. Stay focussed on the solutions and not on the expressions. Wish you all the best !
From India, Mumbai
I second Sateesh , please prepare for an open-house or a similar format for communication, with your employees. Consider all the points that needs to be acknowledged and addressed. Create a brain-map to all the questions that would be raised by your employees and find the most honest answer to it. Request your employees for suggestions, on how to stay-put, till the salaries can be disbursed. Even though you cant implement all their suggestions, you still might get a chance to involve them at a different level, similar to what Sateesh suggested.
Remain prepared to handle the tough questions and hard feelings. However, taking it openly right now, is far better than bottling it up for a disaster, later.
Talk to the most trusted leaders and get them to manage this open house, with you. These leaders will have a cue to how should the message be shared with your employees and help you frame the communication, right.
Consider this as an opportunity to put the best of brains together and work towards a shared goal. Stay focussed on the solutions and not on the expressions. Wish you all the best !
From India, Mumbai
Hi Umesh,
Just wanted to know it is a regular feature or it has just happened for he 1st time? If it has just happened the very 1st time then you could just send a mail explaining the reason, I am sure the staff will understand or use the method suggested by other's. You could also try to pay the money of low income people and hold back salary of those employee's who are very highly payed, surely you should take them in confidence.
Incase it is a regular feature then it has to be addressed quickly, or you will end up loosing the most talented people in your organization. It is very bad not to pay the salary on time as an entire family will be dependent on him or her. It is HR's duty to see that people are just not recruited until you are sure there is flow of business and this will ensure the flow of income and the salary can be paid on time.
Regards
Anita
From India, Mumbai
Just wanted to know it is a regular feature or it has just happened for he 1st time? If it has just happened the very 1st time then you could just send a mail explaining the reason, I am sure the staff will understand or use the method suggested by other's. You could also try to pay the money of low income people and hold back salary of those employee's who are very highly payed, surely you should take them in confidence.
Incase it is a regular feature then it has to be addressed quickly, or you will end up loosing the most talented people in your organization. It is very bad not to pay the salary on time as an entire family will be dependent on him or her. It is HR's duty to see that people are just not recruited until you are sure there is flow of business and this will ensure the flow of income and the salary can be paid on time.
Regards
Anita
From India, Mumbai
Dear Umesh,
Disbursing salary on time is necessary for all the reasons.
It was an issue in my previous organization. I had joined about 2 months back and my 3rd month was running. I had recieved only 1 pay check. I was thinking on same terms. Was planning to first drop in a mail and was drafting a sincere, polite but strong mail.
Lucky for us, our owner asked for our valuable suggestions and though I was the first to drop the mail (as I had anyways prepared one) later to my suprise I found all putting same data.
Now it is disbursed every 7th of months as promised.
Hope it helped.
From India, Mumbai
Disbursing salary on time is necessary for all the reasons.
It was an issue in my previous organization. I had joined about 2 months back and my 3rd month was running. I had recieved only 1 pay check. I was thinking on same terms. Was planning to first drop in a mail and was drafting a sincere, polite but strong mail.
Lucky for us, our owner asked for our valuable suggestions and though I was the first to drop the mail (as I had anyways prepared one) later to my suprise I found all putting same data.
Now it is disbursed every 7th of months as promised.
Hope it helped.
From India, Mumbai
Hi TS,
The name of the movie was "HUM HE RAHI PYAR KE"
But here HR is not running the company, if HR comes forward to convey such messages they would be landing themselves into trouble. It s better that such action should be taken by some top management people.
regards,
Chetan.
From India, Kolkata
The name of the movie was "HUM HE RAHI PYAR KE"
But here HR is not running the company, if HR comes forward to convey such messages they would be landing themselves into trouble. It s better that such action should be taken by some top management people.
regards,
Chetan.
From India, Kolkata
You can't play fair weather friends. If the employees feel that the company take them to be part of a family and come to their rescue in times of their personal distress, if the employees feel that your are being honest, if they are convinced that the financial problem is due to some macro economic or other external factors then they will stand by you, but if they have reasons to believe that the company and top managemnt are siphoning off funds that led to the problem and if there are different standards to be applied based on who u r in the copany etc. the it is difficult to convince them. Employee solidarity, transparency and honesty have to be built up as part of the organisational policies and culture and you can't bank on them just when it suits you. Pl look at this as a long term organistaion development strategy. Be honest, show it through action and not only words. you must learn to carry them with you. be honest and explain, carry them with you for ways to even suggest way out. I dont think employees are bad or they want their compant to be in doldrums as it hits them too
good luck
From India, Bangalore
good luck
From India, Bangalore
Dear All,
i agree with you all. Seriosly the same probelm we are also facing.
in such case yes its very true that if the company is not doing well i request a recruiter that to never drag a fresh candidate who is running a smooth job. May be in such cases you should recruit a person who is in need, but obvious provided those who clears all the interview level.
Regards
Bhawna
From India, Pune
i agree with you all. Seriosly the same probelm we are also facing.
in such case yes its very true that if the company is not doing well i request a recruiter that to never drag a fresh candidate who is running a smooth job. May be in such cases you should recruit a person who is in need, but obvious provided those who clears all the interview level.
Regards
Bhawna
From India, Pune
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