Hi All,
In our company we face more problem on absenteesim issues at store level.
Staff disappear from store without informing to his/her superior.
Recently we have one case Store manager has gone on leave without prior information.
As SM she is having more responsibility to run store at the same time her two train staff member gone on leave they have applied leave one month prior .She is not suppose to take leave during her staff absence.
Her family member calls GM ops & informs that she is being admitted in hospital due to food poison .She will take 2-3 days to join duty.
After 2 days I called her to check about her health she replied it will take more days .Which she completely given excuse.On the top of that she kept her mobile switchoff, then after 2 more days she called to inform she will resume on duty Monday . before resuming on duty We called her office with medical bills & hospital bills to prove her cause of admission but she didn’t turnup office for meeting .
She has done this 2nd time . She is good in cleaning she has expertise that’s the reason first time we gave her flexibility of remaining absent without informing us.
Now situation is such she has taken undue advantage of company . We don’t have somebody to replace her. She has perception if she take such unauthorized leave company will keep her back on work.
Most of the staff lies & give excuses they don’t have fear to loose job.
For this people they don’t understand warning letter issued to them consequences of same they don’t even bother if we deduct their salary for days remain absent.
Please suggest some ideas how to handle such unauthorized absent. What measures to introduce to reduce absenteesim issues.
From India, Mumbai
2In our company we face more problem on absenteesim issues at store level.
Staff disappear from store without informing to his/her superior.
Recently we have one case Store manager has gone on leave without prior information.
As SM she is having more responsibility to run store at the same time her two train staff member gone on leave they have applied leave one month prior .She is not suppose to take leave during her staff absence.
Her family member calls GM ops & informs that she is being admitted in hospital due to food poison .She will take 2-3 days to join duty.
After 2 days I called her to check about her health she replied it will take more days .Which she completely given excuse.On the top of that she kept her mobile switchoff, then after 2 more days she called to inform she will resume on duty Monday . before resuming on duty We called her office with medical bills & hospital bills to prove her cause of admission but she didn’t turnup office for meeting .
She has done this 2nd time . She is good in cleaning she has expertise that’s the reason first time we gave her flexibility of remaining absent without informing us.
Now situation is such she has taken undue advantage of company . We don’t have somebody to replace her. She has perception if she take such unauthorized leave company will keep her back on work.
Most of the staff lies & give excuses they don’t have fear to loose job.
For this people they don’t understand warning letter issued to them consequences of same they don’t even bother if we deduct their salary for days remain absent.
Please suggest some ideas how to handle such unauthorized absent. What measures to introduce to reduce absenteesim issues.
From India, Mumbai
Dear Milan,
Do following.
1. Start giving attendance bonus
2. monthly prices for maximum attendance
3. start deducting say half day leave/salary for unauthorised absence
4. Call SM and counsel her that her role comes with accountability and responsibility and give her warning
5. Keep a pool of staff to replace absentee on day to day basis so that work is not hampered.
Nitu
From India, Surat
Do following.
1. Start giving attendance bonus
2. monthly prices for maximum attendance
3. start deducting say half day leave/salary for unauthorised absence
4. Call SM and counsel her that her role comes with accountability and responsibility and give her warning
5. Keep a pool of staff to replace absentee on day to day basis so that work is not hampered.
Nitu
From India, Surat
Dear Mr. Milan Kamble
Would it be possible for you to give me ONE SOLID REASON for your staff developing such ATTITUDE. Not only your employees developed such attitude even your STORE MANAGER as well. May be someone had given FREE HAND to your staff and kept on ignoring their FAULT and this had developed into a ATTITUDE.
You need to dwell out about the FACTORS supporting such BEHAVIOUR and investigate as why it is happening?
Also study about the SYSTEM & WORK CULTURE being PROMOTED by your organisation.
I hope there is an employee who is ACCOUNTABLE & RESPONSIBLE for monitoring TIME & ATTENDANCE while reporting about such absenteeism IN-TIME for initiating appropriate ACTION without further delay.
Looking forward to hear from you.
With profound regards
From India, Chennai
Would it be possible for you to give me ONE SOLID REASON for your staff developing such ATTITUDE. Not only your employees developed such attitude even your STORE MANAGER as well. May be someone had given FREE HAND to your staff and kept on ignoring their FAULT and this had developed into a ATTITUDE.
You need to dwell out about the FACTORS supporting such BEHAVIOUR and investigate as why it is happening?
Also study about the SYSTEM & WORK CULTURE being PROMOTED by your organisation.
I hope there is an employee who is ACCOUNTABLE & RESPONSIBLE for monitoring TIME & ATTENDANCE while reporting about such absenteeism IN-TIME for initiating appropriate ACTION without further delay.
Looking forward to hear from you.
With profound regards
From India, Chennai
Hi,
1. Start giving attendance bonus
2. Deduct the amt for late coming & being absent without informing
3. Issue warning letter to the employee if he/she does not pick the call or revert back within 1 hour
4. Make them clear that this type of repetitive behaviour will have adverse affect on their appraisals which may lead to non-promotion, demotion, and no salary review.
5. Leaves should be approved prior 15 days in case of emergency inform the reporting boss and he will give the approval.
6. Circular this type of notice every week and person breaking the rules should be highlighted on the notice board (Stating amt has being deducted or memo has being issued to MR A for so n so reason).
This will bring change and things will be on track coz i hav also applied same thing in my company and its work. Instances of such behaviours has being reduced.
Regards,
Harsha
From India, Vadodara
1. Start giving attendance bonus
2. Deduct the amt for late coming & being absent without informing
3. Issue warning letter to the employee if he/she does not pick the call or revert back within 1 hour
4. Make them clear that this type of repetitive behaviour will have adverse affect on their appraisals which may lead to non-promotion, demotion, and no salary review.
5. Leaves should be approved prior 15 days in case of emergency inform the reporting boss and he will give the approval.
6. Circular this type of notice every week and person breaking the rules should be highlighted on the notice board (Stating amt has being deducted or memo has being issued to MR A for so n so reason).
This will bring change and things will be on track coz i hav also applied same thing in my company and its work. Instances of such behaviours has being reduced.
Regards,
Harsha
From India, Vadodara
If management/ promoter is honestly interested to solve this than they need to really find reasons of this indiscipline.
From plain reading of facts it appears there is a incompetent person in top, whose irresponsible behaviour or policy is promoting this. Either this person should change his behaviour or change the person, things will automatically change.
From India, Delhi
From plain reading of facts it appears there is a incompetent person in top, whose irresponsible behaviour or policy is promoting this. Either this person should change his behaviour or change the person, things will automatically change.
From India, Delhi
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