Hello A. Ray,
The other members have covered most of the aspects of the situation you mentioned.
However, let me focus on a totally different angle to it.
Basic human nature/psychology is this: My focus/priorities will ALWAYS decide what & how much importance to give to whatever is offered to me.
It hardly matters to the employees how many Allowances OR Awards you constitute. Finally their view would depend on what THEY THINK is important to them [or rather to each of them, as every individual's point-of-view would/could be different].
Coming to the situation you are facing, you mentioned one very minor BUT salient factor: 'We also dont use to force workers to do duty for 12 hours. But who wishes to work for 12 Hours Duty We Provide Them....'.
Find out more such aspects/factors that THEY cherish which the Company is extending 'gratis' just to keep them happy.
Then LINK ANY CORRECTIVE MEASURE/STEP to such factors & at least some employees will get hurt & begin to change. For eg, duty time of 12 hrs will be extended to ONLY those who put-in specific number of days WITHOUT ABSENTING.
IN A NUTSHELL, HIT THEM WHERE IT HURTS MOST.
When those steps begin to show results, it's ONLY THEN that Awards, etc will begin to improve the overall results--i.e., FIRST raise the Base-level to acceptable levels. You have been using Awards/Allowances to raise the base levels which wouldn't work at all.
In a single line, one can use Awards to improve performance from, say, 60% to 70% or higher--SURELY NOT from 10% to 90%.
Hope you get the message.
All the Best.
Rgds,
TS
From India, Hyderabad
1637The other members have covered most of the aspects of the situation you mentioned.
However, let me focus on a totally different angle to it.
Basic human nature/psychology is this: My focus/priorities will ALWAYS decide what & how much importance to give to whatever is offered to me.
It hardly matters to the employees how many Allowances OR Awards you constitute. Finally their view would depend on what THEY THINK is important to them [or rather to each of them, as every individual's point-of-view would/could be different].
Coming to the situation you are facing, you mentioned one very minor BUT salient factor: 'We also dont use to force workers to do duty for 12 hours. But who wishes to work for 12 Hours Duty We Provide Them....'.
Find out more such aspects/factors that THEY cherish which the Company is extending 'gratis' just to keep them happy.
Then LINK ANY CORRECTIVE MEASURE/STEP to such factors & at least some employees will get hurt & begin to change. For eg, duty time of 12 hrs will be extended to ONLY those who put-in specific number of days WITHOUT ABSENTING.
IN A NUTSHELL, HIT THEM WHERE IT HURTS MOST.
When those steps begin to show results, it's ONLY THEN that Awards, etc will begin to improve the overall results--i.e., FIRST raise the Base-level to acceptable levels. You have been using Awards/Allowances to raise the base levels which wouldn't work at all.
In a single line, one can use Awards to improve performance from, say, 60% to 70% or higher--SURELY NOT from 10% to 90%.
Hope you get the message.
All the Best.
Rgds,
TS
From India, Hyderabad
Dear akhil_ray,
in addition to the suggestions given by other members, i would like to add one more. Please maintain a register of leave/sick/absenteeism of all the employees. It should represent the no. Of leaves, no. Sick days and no. Of absents each employee had in his service till now, month-wise and category-wise. Take out the top 10 employees who are frequently availing leaves or absenting for duties and give them personal counseling. Given them 1 or two chances. Some of them definitely change. Those who do not change, initiate disciplinary action as per shops & establishment act or as per standing orders of your company. The action taken by you on those employees should be exemplary to other employees to set right themselves.
Hope you will succeed in your attempt in eradicating the absenteeism to some extent though not completely.
From India, Hyderabad
in addition to the suggestions given by other members, i would like to add one more. Please maintain a register of leave/sick/absenteeism of all the employees. It should represent the no. Of leaves, no. Sick days and no. Of absents each employee had in his service till now, month-wise and category-wise. Take out the top 10 employees who are frequently availing leaves or absenting for duties and give them personal counseling. Given them 1 or two chances. Some of them definitely change. Those who do not change, initiate disciplinary action as per shops & establishment act or as per standing orders of your company. The action taken by you on those employees should be exemplary to other employees to set right themselves.
Hope you will succeed in your attempt in eradicating the absenteeism to some extent though not completely.
From India, Hyderabad
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