Sheryl , Supervisors play a very important role in motivating workers and bringing the necessary discipline among them . If Supervisor does not mend his behaviour this indiscipline will only increase. Discussion with supervisors may be initiated on ways to bring confidence among worker . You should also bring it to the notice of in-charge the fact that until the supervisor mend ways or replaced it would be impossible to stop indiscipline. But before any initiative is taken it is important to understand root cause of absenteeism. and address those problems as well .Establishing cordial relationship between workers and supervisory management will be long way to avoid such problems in future .
Best of Luck
pranab
From India, New Delhi
4Best of Luck
pranab
From India, New Delhi
use rca , make pareto of the causes then find possible solutions for the causes,
before answering furthcan share the ab data for past 3-4 yrs, then we can suggest u better, give us av monthly unauthorized data
thnks manish gupta
From India, Patiala
before answering furthcan share the ab data for past 3-4 yrs, then we can suggest u better, give us av monthly unauthorized data
thnks manish gupta
From India, Patiala
Dear Gousalya,
Identifying the root cause, counselling etc does have some effect. But in my opinion an incentive scheme will bring about a sea change.
I would recommend that you can look at a lucrative attendance incentive scheme. I have annexed a suggested attendance incentive format for your perusal. The rules for earning the incentive can be framed by you. The monetary payments are only indicative and you can modify the cash outflow depending upon your company's capacity to pay.
The sheet considers fortnightly eligibility. In other words you can permit them to avail one day leave in the first half (15 days of the month), in addition to their weekly off. If it exceeds one day they become ineligible. The same rule is followed for the second half of the month (15-16 days) as the case may be.
If the employee avails two days in either half but still restricts it to two days in a month even then you can consider granting full attendance incentive as she has not availed more than 2 days in a month.
If she avails one day in either half and avails more than one day in the other half she is eligible for attendance incentive for the period in which she restricted her leave to one day and loses attendance incentive for the other half.
If she continues to earn attendance incentive month after month, she gets an increased benefit.
If she loses attendance incentive during a period, she starts from stage one as you can see from the worksheet. This system has been very effective, as it is an extra earning for them for reporting for work without fail.
You can also include that they will earn attendance incentive only if they report for work on time (of course you can consider granting some grace time).
Regards
M.V.Kannan
From India, Madras
Identifying the root cause, counselling etc does have some effect. But in my opinion an incentive scheme will bring about a sea change.
I would recommend that you can look at a lucrative attendance incentive scheme. I have annexed a suggested attendance incentive format for your perusal. The rules for earning the incentive can be framed by you. The monetary payments are only indicative and you can modify the cash outflow depending upon your company's capacity to pay.
The sheet considers fortnightly eligibility. In other words you can permit them to avail one day leave in the first half (15 days of the month), in addition to their weekly off. If it exceeds one day they become ineligible. The same rule is followed for the second half of the month (15-16 days) as the case may be.
If the employee avails two days in either half but still restricts it to two days in a month even then you can consider granting full attendance incentive as she has not availed more than 2 days in a month.
If she avails one day in either half and avails more than one day in the other half she is eligible for attendance incentive for the period in which she restricted her leave to one day and loses attendance incentive for the other half.
If she continues to earn attendance incentive month after month, she gets an increased benefit.
If she loses attendance incentive during a period, she starts from stage one as you can see from the worksheet. This system has been very effective, as it is an extra earning for them for reporting for work without fail.
You can also include that they will earn attendance incentive only if they report for work on time (of course you can consider granting some grace time).
Regards
M.V.Kannan
From India, Madras
Dear Gousalya,
I would like to suggest to prepare questionnaire regarding the same and then start counseling on that issues.
For female you can give them time liberty on their periods, this one is also a main cause behind their absenteeism.
And there are already many more scheme is available like incentives, rewards etc....
From India, Ahmedabad
I would like to suggest to prepare questionnaire regarding the same and then start counseling on that issues.
For female you can give them time liberty on their periods, this one is also a main cause behind their absenteeism.
And there are already many more scheme is available like incentives, rewards etc....
From India, Ahmedabad
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