Please call the employee and give him counciling and try to undersand why he is doing so & wat is his problem,termination is not a soluation. Vijay
From India, Madras
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From India, Madras
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Hi Radhika,
Absence without prior permission is not correct from the standpoint of organizational discipline. You may call him to inquire about his problem, offer support, and convey that HR is actively looking after employees. Make sincere efforts to resolve his issue. Enlighten him about the impact on his career and the consequences of being absent from duties without permission or notification.
If the situation persists, consider visiting his home to discuss their problems. I hope that he will surely show improvement.
Thanks and Regards,
Ranjeet Bhosale
From India, Thiruvananthapuram
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1Absence without prior permission is not correct from the standpoint of organizational discipline. You may call him to inquire about his problem, offer support, and convey that HR is actively looking after employees. Make sincere efforts to resolve his issue. Enlighten him about the impact on his career and the consequences of being absent from duties without permission or notification.
If the situation persists, consider visiting his home to discuss their problems. I hope that he will surely show improvement.
Thanks and Regards,
Ranjeet Bhosale
From India, Thiruvananthapuram
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The way I see this, I don't find any problem at all. Just increase his target by 10 or 20 percent. That's it. You get more done, plus he gets an incentive and reduces his number of days off. We are dealing with humans and therefore must be more concerned about them. There are places where you can make exceptions.
When you talk to him and still he doesn't open up, then it's time for you to sharpen your counseling skills. Try not to put the company's rules and regulations first when you talk to him personally.
From India, Selam
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When you talk to him and still he doesn't open up, then it's time for you to sharpen your counseling skills. Try not to put the company's rules and regulations first when you talk to him personally.
From India, Selam
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Dear Radhika,
Do you want your employees' physical attendance or their work completion? You decide first. In my view, in the present scenario, people are working from home and only visiting the office maybe once a week, so it shouldn't matter. You should assign them the work responsibilities and targets. If they accomplish the assigned work and meet the set targets, then your problem is solved. Why do you need their physical presence in your office? Think about it practically.
Bye,
Good Day
From India, Bangalore
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Do you want your employees' physical attendance or their work completion? You decide first. In my view, in the present scenario, people are working from home and only visiting the office maybe once a week, so it shouldn't matter. You should assign them the work responsibilities and targets. If they accomplish the assigned work and meet the set targets, then your problem is solved. Why do you need their physical presence in your office? Think about it practically.
Bye,
Good Day
From India, Bangalore
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Hi Radhika,
An employee is taking leave for four to five days every month. When can you issue a charge sheet regarding his continuous absences over the last few months and request a reply from him within two to three days?
If he does not respond to the charge sheet, you can assume that he is not improving his habits at the company. Therefore, you can dismiss him with leave without pay. Even if he does not show improvement, you can terminate him because we have all kinds of records related to his termination. This action pertains to industrial/organizational discipline that applies to all management and worker categories.
This is an industrial relations issue.
If you have any queries, please send them to my email address (dushyant_dbr@in.abb.com).
Dushyant
From India
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An employee is taking leave for four to five days every month. When can you issue a charge sheet regarding his continuous absences over the last few months and request a reply from him within two to three days?
If he does not respond to the charge sheet, you can assume that he is not improving his habits at the company. Therefore, you can dismiss him with leave without pay. Even if he does not show improvement, you can terminate him because we have all kinds of records related to his termination. This action pertains to industrial/organizational discipline that applies to all management and worker categories.
This is an industrial relations issue.
If you have any queries, please send them to my email address (dushyant_dbr@in.abb.com).
Dushyant
From India
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Hi Radhika,
As I read through your mail, I feel there can be multiple reasons and solutions to it. I am putting some below; please let me know your views.
1. Please speak with the employee and understand the actual reasons. If he has some justifiable concerns, then management should support him.
2. If he is doing it deliberately out of arrogance of being a good performer, then based on his capabilities, you can redefine his targets. Enhance his targets so that he doesn't get any time to avail leaves. If his performance deteriorates, then you have all the reasons to question him.
Please share your views on this solution.
Regards,
Smarika
From India, Bangalore
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As I read through your mail, I feel there can be multiple reasons and solutions to it. I am putting some below; please let me know your views.
1. Please speak with the employee and understand the actual reasons. If he has some justifiable concerns, then management should support him.
2. If he is doing it deliberately out of arrogance of being a good performer, then based on his capabilities, you can redefine his targets. Enhance his targets so that he doesn't get any time to avail leaves. If his performance deteriorates, then you have all the reasons to question him.
Please share your views on this solution.
Regards,
Smarika
From India, Bangalore
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As Radhika has not responded to questions raised, this thread is now closed. She has received enough advice. Please do not contribute anymore. Have a lovely day. Simhan
From United Kingdom
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From United Kingdom
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Hi Radhika,
Greetings of the day!
I agree with all the above replies from Senior/Experienced HR Professionals. In my view, you should talk to him to find out the root cause of this problem and help him get rid of it. I believe that is the reason the HR department exists for "Staff Welfare." However, if there is no valid reason, and he is behaving this way because he thinks he is a good performer and management will not terminate him, then you should terminate him according to your company policies.
Regards,
Jitendra
From India, Delhi
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Greetings of the day!
I agree with all the above replies from Senior/Experienced HR Professionals. In my view, you should talk to him to find out the root cause of this problem and help him get rid of it. I believe that is the reason the HR department exists for "Staff Welfare." However, if there is no valid reason, and he is behaving this way because he thinks he is a good performer and management will not terminate him, then you should terminate him according to your company policies.
Regards,
Jitendra
From India, Delhi
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Hi All,
Why are all of you thinking about the negative side? How about the flexible working hours? First, identify his grievance, then try to find a solution within him, offer your support, or propose a flexible working schedule.
Thanks & Regards,
Nalin Basnayeka
From Sri Lanka, Colombo
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Why are all of you thinking about the negative side? How about the flexible working hours? First, identify his grievance, then try to find a solution within him, offer your support, or propose a flexible working schedule.
Thanks & Regards,
Nalin Basnayeka
From Sri Lanka, Colombo
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Hi Radhika,
I am involved in Sales Organisation Development somewhere in Pakistan. Such an employee is an asset of the company and has real value. If the asset (employee) is not managed properly, then the value can devalue.
1. In addition to that, how can an employee perform better or best if he skips 2 to 4 days out of 24 or 25 working days? I mean he must miss the objectives and deadlines that need to be achieved on those days (when he is not attending the office).
2. Referring to "The One Minute Manager" (a book by Ken Blanchard), the boss or coach needs to give the one-minute reprimand quickly if possible.
3. During his performance and appraisal review, the employee must be informed that he is lacking or violating the leave policy.
4. He should be informed about his leave balance versus absences; maybe this way, he can inform his supervisor.
Informally, his supervisor should know what type of problem he is facing by interacting with close friends in the office.
Samee
From Pakistan, Karachi
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I am involved in Sales Organisation Development somewhere in Pakistan. Such an employee is an asset of the company and has real value. If the asset (employee) is not managed properly, then the value can devalue.
1. In addition to that, how can an employee perform better or best if he skips 2 to 4 days out of 24 or 25 working days? I mean he must miss the objectives and deadlines that need to be achieved on those days (when he is not attending the office).
2. Referring to "The One Minute Manager" (a book by Ken Blanchard), the boss or coach needs to give the one-minute reprimand quickly if possible.
3. During his performance and appraisal review, the employee must be informed that he is lacking or violating the leave policy.
4. He should be informed about his leave balance versus absences; maybe this way, he can inform his supervisor.
Informally, his supervisor should know what type of problem he is facing by interacting with close friends in the office.
Samee
From Pakistan, Karachi
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Ascent - Attendance & Leave Management - Presentation.pp s
Communication Gap.jpg
LEAVE-ATTENDANC E POLICY.doc