Dear Jayashree
This is a most common issue now-a-days in many industries but this shows the inefficiency of the staff who are sitting more than office hours. the work or the target should be set in the manner that someone able to complete the job in set time but if a person is taking more time on the task then this shows his inefficiency for the job. he must overcome with this, he should concentrate on work more....
thx
From India, Delhi
This is a most common issue now-a-days in many industries but this shows the inefficiency of the staff who are sitting more than office hours. the work or the target should be set in the manner that someone able to complete the job in set time but if a person is taking more time on the task then this shows his inefficiency for the job. he must overcome with this, he should concentrate on work more....
thx
From India, Delhi
i would like to thank Mr.Dinesh Divekar for their inputs ,even i am facing the same problem in my organization .I am expecting that your inputs will help me out..........
From India, Yamunanagar
From India, Yamunanagar
HI Jayashree
Your problem is very genuine. I can share my way of overcoming this problem in one of the organizations where I worked and I presume that you are adequately staffed.
1. Prepare a list of habitual late sitters.
2.Have a personal meeting with the employee alongwith his Manager. Examine and discuss employee's routine workload.
3. Discuss the issue with Senior Managers/ Functional Heads of your comapny. Request them to discourage late sitting in their departments. It should be very occasional like at the time of annual stock taking in the Stores Department or finalizing annual accounts in Finance Department.
4.Also examine if there is any cultural bias in your comapny which promotes/ encourages late sitting.
5.Start the system of pre-permission to sit late. Anyone wanting to sit late must obtain prior permission from HR with reasons stated. Maximum allowed 3 times in a month.
Best
Jai.
From India
3Your problem is very genuine. I can share my way of overcoming this problem in one of the organizations where I worked and I presume that you are adequately staffed.
1. Prepare a list of habitual late sitters.
2.Have a personal meeting with the employee alongwith his Manager. Examine and discuss employee's routine workload.
3. Discuss the issue with Senior Managers/ Functional Heads of your comapny. Request them to discourage late sitting in their departments. It should be very occasional like at the time of annual stock taking in the Stores Department or finalizing annual accounts in Finance Department.
4.Also examine if there is any cultural bias in your comapny which promotes/ encourages late sitting.
5.Start the system of pre-permission to sit late. Anyone wanting to sit late must obtain prior permission from HR with reasons stated. Maximum allowed 3 times in a month.
Best
Jai.
From India
Hi,
I think 8-9 hrs are sufficient to complete the tasks planned for the day.Yes once ina while there may be situation that one need to saty late.
I think it is not appreciable that people get into the habit of sitting late .It will disturb their work life balance also.
I think you have to approach through managers making them understand that he should encourage people leaving in time.
From India, New Delhi
I think 8-9 hrs are sufficient to complete the tasks planned for the day.Yes once ina while there may be situation that one need to saty late.
I think it is not appreciable that people get into the habit of sitting late .It will disturb their work life balance also.
I think you have to approach through managers making them understand that he should encourage people leaving in time.
From India, New Delhi
Dear Jaya,
Its i will faviour of Ravishankar. If you are facing this type of the problem than you have to findout the reason behind off these activity. 1. Why employee stay in late time. 2. his suprior person also stay in late time. 3. How many people beleave in the showoff policy that mean they just show workload. 4. you have to manpowe planning on own way, here suppose in my office timing is 9 to 6 ........ wat schedule following almost people.
9 to 10 check mail
10 to 10.30 general meeting
10.30 to 11.00 tea
11.00 to 12.00 again check mail
12.00 to 1.00 discussion with colligues
1.00 to 2.00 lunch
2.00 to 3.00 some paper work
3.00 to 4.00 tea and again gossip
4.00 to 5.00 plant round
5.00 to 6.00 remember the pending work
6.00 to .......... start pending work
i think so you will understand wat i want to say... you have to find out the quantity of work with quality within a time period.
You have to discuss with all department head and shortout the problem. You can conduct a employee welfare councling. Time management program. Employee feedback survey.
Regards
Amrish Singh Raghuwanshi
09755559064, 09827071872
From India, Bhopal
Its i will faviour of Ravishankar. If you are facing this type of the problem than you have to findout the reason behind off these activity. 1. Why employee stay in late time. 2. his suprior person also stay in late time. 3. How many people beleave in the showoff policy that mean they just show workload. 4. you have to manpowe planning on own way, here suppose in my office timing is 9 to 6 ........ wat schedule following almost people.
9 to 10 check mail
10 to 10.30 general meeting
10.30 to 11.00 tea
11.00 to 12.00 again check mail
12.00 to 1.00 discussion with colligues
1.00 to 2.00 lunch
2.00 to 3.00 some paper work
3.00 to 4.00 tea and again gossip
4.00 to 5.00 plant round
5.00 to 6.00 remember the pending work
6.00 to .......... start pending work
i think so you will understand wat i want to say... you have to find out the quantity of work with quality within a time period.
You have to discuss with all department head and shortout the problem. You can conduct a employee welfare councling. Time management program. Employee feedback survey.
Regards
Amrish Singh Raghuwanshi
09755559064, 09827071872
From India, Bhopal
Hi,
In my organization, the managers walk in late and sit back late. Initially we did not deduct the salary but last month we deducted their salary for late coming and they were upset quoting they stay late.
We are working on it,we being in travel industry cannot really pull them out on time but some discretion is neccessary.
I feel we shd meet the teams and understand their issues and work out customize solutions, like flexi time,two shifts etc.
Comments pls.....
From India, Mumbai
In my organization, the managers walk in late and sit back late. Initially we did not deduct the salary but last month we deducted their salary for late coming and they were upset quoting they stay late.
We are working on it,we being in travel industry cannot really pull them out on time but some discretion is neccessary.
I feel we shd meet the teams and understand their issues and work out customize solutions, like flexi time,two shifts etc.
Comments pls.....
From India, Mumbai
You need to analyze the reasons for Late Working and then formulate suitable Policy to control it. May be answers to following questions will help you.
• Is it a culture of your company to work late?
• Late working beyond 8 hours is perennial or occasional phenomenon?
• Late working is specific only to some departments/ bosses or throughout the organization?
• Dose all employees have full 8 hours work to do? Is work well distributed among available all resources or there are some who have to slog while others enjoy?
• Is there a practice of whiling away time in the morning and noon and starting real work in the evening?
• Do your employees report to work on time in the morning or they report late on the pretext of working late last night?
• What is a reaction of bosses in case someone finishes work and leaves at 6 pm?
• Are you short of manpower?
• Is your workforce inefficient / slow in working?
• Are there any direct or indirect benefits of working late? (Direct Benefit – Overtime Payment, Indirect Benefit – Better Increments, Better growth, More responsibility etc.)
• Employee working late is considered as efficient and performer by management or employee leaving at 6 but who has finished his work is considered as efficient and performer?
• To conclude employer should encourage punctuality, timeliness and completion of work and not mere staying late. May be employer can allow employees to leave office early if they have finished the jobs in hand satisfactorily.
From India, Pune
• Is it a culture of your company to work late?
• Late working beyond 8 hours is perennial or occasional phenomenon?
• Late working is specific only to some departments/ bosses or throughout the organization?
• Dose all employees have full 8 hours work to do? Is work well distributed among available all resources or there are some who have to slog while others enjoy?
• Is there a practice of whiling away time in the morning and noon and starting real work in the evening?
• Do your employees report to work on time in the morning or they report late on the pretext of working late last night?
• What is a reaction of bosses in case someone finishes work and leaves at 6 pm?
• Are you short of manpower?
• Is your workforce inefficient / slow in working?
• Are there any direct or indirect benefits of working late? (Direct Benefit – Overtime Payment, Indirect Benefit – Better Increments, Better growth, More responsibility etc.)
• Employee working late is considered as efficient and performer by management or employee leaving at 6 but who has finished his work is considered as efficient and performer?
• To conclude employer should encourage punctuality, timeliness and completion of work and not mere staying late. May be employer can allow employees to leave office early if they have finished the jobs in hand satisfactorily.
From India, Pune
hi , dear ,
i read , its very simple method for control of all emploees throug the punch card time system ,
if any person will come late from intime then should be deduct the salary its the HR policy .
so first you arrange the finger punch card error proof system
its only one system for control of all employees , its the real practice metod
and please give 5 minute tolerance in in time
like duty start time -9 am then tolerance 9.05am .
gupta
From Saudi Arabia, Jiddah
i read , its very simple method for control of all emploees throug the punch card time system ,
if any person will come late from intime then should be deduct the salary its the HR policy .
so first you arrange the finger punch card error proof system
its only one system for control of all employees , its the real practice metod
and please give 5 minute tolerance in in time
like duty start time -9 am then tolerance 9.05am .
gupta
From Saudi Arabia, Jiddah
Simple methodology, give an assignment to employee and fix the time before actual closing hours of office & if employee fail to complete assignment in time bark at him.... then he has no reason to over stay....
2ndly reducing the number of A/C for something and
3rdly switch-off whole A/C plant after some time. similary, the telephone connections.
From India, Tiruchchirappalli
2ndly reducing the number of A/C for something and
3rdly switch-off whole A/C plant after some time. similary, the telephone connections.
From India, Tiruchchirappalli
The very first thing you should do is meet the manager of the employees who extends their shift time. It is very important to understand if they are genuinely extending the shift or just to show the managers that they are working late. It is also their manager's duty to keep an eye on his/her team members. Once you understand the real situation then only you can come to a conclusion/solutions.
Like someone replied that there are many reason for one to extend the shift. Unless you understand the real problem, coming to a conclusion will be harmful. Whatif a person is really overburdened and if he is sincere and you come up with something thinking that people are unncessary wasting time, then it may hurt the person who is really works hard. Though this practise must be under control, the best input to resolve or to arrive to a decision can be given by the employee's manager. If employees are unable to manage the time then you can give them advise or some useful suggestions.
From India
Like someone replied that there are many reason for one to extend the shift. Unless you understand the real problem, coming to a conclusion will be harmful. Whatif a person is really overburdened and if he is sincere and you come up with something thinking that people are unncessary wasting time, then it may hurt the person who is really works hard. Though this practise must be under control, the best input to resolve or to arrive to a decision can be given by the employee's manager. If employees are unable to manage the time then you can give them advise or some useful suggestions.
From India
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