Dear Jayashree,
This is a common issue nowadays in many industries, but it shows the inefficiency of the staff who are working more than the designated office hours. The workload or targets should be set in a way that allows individuals to complete their tasks within the set time frame. If a person takes more time than necessary to complete a task, it indicates inefficiency in their work. They must address this issue and focus more on their work.
Thank you.
From India, Delhi
Acknowledge(0)
Amend(0)
This is a common issue nowadays in many industries, but it shows the inefficiency of the staff who are working more than the designated office hours. The workload or targets should be set in a way that allows individuals to complete their tasks within the set time frame. If a person takes more time than necessary to complete a task, it indicates inefficiency in their work. They must address this issue and focus more on their work.
Thank you.
From India, Delhi
Acknowledge(0)Amend(0)
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
Acknowledge(0)Amend(0)
From India, Yamunanagar
Acknowledge(0)Amend(0)
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 along with his Manager. Examine and discuss the employee's routine workload.
3. Discuss the issue with Senior Managers/Functional Heads of your company. 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 the Finance Department.
4. Also, examine if there is any cultural bias in your company that 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
Acknowledge(0)Amend(0)
4Your 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 along with his Manager. Examine and discuss the employee's routine workload.
3. Discuss the issue with Senior Managers/Functional Heads of your company. 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 the Finance Department.
4. Also, examine if there is any cultural bias in your company that 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
Acknowledge(0)Amend(0)
Hi,
I think 8-9 hours are sufficient to complete the tasks planned for the day. Yes, once in a while, there may be a situation where one needs to stay late.
I think it is not appreciable that people get into the habit of sitting late. It will disturb their work-life balance as well.
I believe you have to approach managers to make them understand that they should encourage people to leave on time.
From India, New Delhi
Acknowledge(0)Amend(0)
I think 8-9 hours are sufficient to complete the tasks planned for the day. Yes, once in a while, there may be a situation where one needs to stay late.
I think it is not appreciable that people get into the habit of sitting late. It will disturb their work-life balance as well.
I believe you have to approach managers to make them understand that they should encourage people to leave on time.
From India, New Delhi
Acknowledge(0)Amend(0)
Dear Jaya,
I am in favor of Ravishankar. If you are facing this type of problem, then you have to find out the reason behind these activities:
1. Why do employees stay late?
2. Why do their superiors also stay late?
3. How many people believe in the show-off policy, meaning they just show workload?
4. You have to do manpower planning in your own way. For example, in my office, the timing is from 9 to 6. What schedule are most people following?
9 to 10 - Check mail
10 to 10:30 - General meeting
10:30 to 11:00 - Tea break
11:00 to 12:00 - Check mail again
12:00 to 1:00 - Discussion with colleagues
1:00 to 2:00 - Lunch
2:00 to 3:00 - Some paperwork
3:00 to 4:00 - Tea break and gossip
4:00 to 5:00 - Plant rounds
5:00 to 6:00 - Remember the pending work
6:00 onwards - Start pending work
I hope you understand what I am trying to convey. You have to find out the quantity of work with quality within a specific time period.
You need to discuss with all department heads to address and resolve the problem. You can conduct employee welfare counseling, time management programs, and employee feedback surveys.
Regards,
Amrish Singh Raghuwanshi
Email: amrishsingh@cumi.murugappa.com
Phone: 09755559064, 09827071872
From India, Bhopal
Acknowledge(0)Amend(0)
I am in favor of Ravishankar. If you are facing this type of problem, then you have to find out the reason behind these activities:
1. Why do employees stay late?
2. Why do their superiors also stay late?
3. How many people believe in the show-off policy, meaning they just show workload?
4. You have to do manpower planning in your own way. For example, in my office, the timing is from 9 to 6. What schedule are most people following?
9 to 10 - Check mail
10 to 10:30 - General meeting
10:30 to 11:00 - Tea break
11:00 to 12:00 - Check mail again
12:00 to 1:00 - Discussion with colleagues
1:00 to 2:00 - Lunch
2:00 to 3:00 - Some paperwork
3:00 to 4:00 - Tea break and gossip
4:00 to 5:00 - Plant rounds
5:00 to 6:00 - Remember the pending work
6:00 onwards - Start pending work
I hope you understand what I am trying to convey. You have to find out the quantity of work with quality within a specific time period.
You need to discuss with all department heads to address and resolve the problem. You can conduct employee welfare counseling, time management programs, and employee feedback surveys.
Regards,
Amrish Singh Raghuwanshi
Email: amrishsingh@cumi.murugappa.com
Phone: 09755559064, 09827071872
From India, Bhopal
Acknowledge(0)Amend(0)
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 coming late, and they were upset, quoting that they stay late. We are working on it. We, being in the travel industry, cannot really pull them out on time, but some discretion is necessary. I feel we should meet the teams, understand their issues, and work out customized solutions, like flexi-time, two shifts, etc.
Comments, please...
From India, Mumbai
Acknowledge(0)Amend(0)
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 coming late, and they were upset, quoting that they stay late. We are working on it. We, being in the travel industry, cannot really pull them out on time, but some discretion is necessary. I feel we should meet the teams, understand their issues, and work out customized solutions, like flexi-time, two shifts, etc.
Comments, please...
From India, Mumbai
Acknowledge(0)Amend(0)
You need to analyze the reasons for late working and then formulate a suitable policy to control it. Maybe answers to the following questions will help you:
• Is it a culture of your company to work late?
• Is late working beyond 8 hours a perennial or occasional phenomenon?
• Is late working specific only to some departments/bosses or throughout the organization?
• Do all employees have a full 8 hours of work to do? Is work well distributed among all available resources, or are there 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 do they report late on the pretext of working late the night before?
• What is the 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.)
• Is an employee working late considered efficient and a performer by management, or is an employee leaving at 6 but who has finished their work considered efficient and a performer?
In conclusion, the employer should encourage punctuality, timeliness, and completion of work and not merely staying late. Perhaps the employer can allow employees to leave the office early if they have finished the jobs at hand satisfactorily.
From India, Pune
Acknowledge(0)Amend(0)
• Is it a culture of your company to work late?
• Is late working beyond 8 hours a perennial or occasional phenomenon?
• Is late working specific only to some departments/bosses or throughout the organization?
• Do all employees have a full 8 hours of work to do? Is work well distributed among all available resources, or are there 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 do they report late on the pretext of working late the night before?
• What is the 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.)
• Is an employee working late considered efficient and a performer by management, or is an employee leaving at 6 but who has finished their work considered efficient and a performer?
In conclusion, the employer should encourage punctuality, timeliness, and completion of work and not merely staying late. Perhaps the employer can allow employees to leave the office early if they have finished the jobs at hand satisfactorily.
From India, Pune
Acknowledge(0)Amend(0)
Hi, dear,
I read; it's a very simple method for controlling all employees through the punch card time system. If any person comes late from the designated in-time, their salary should be deducted as per the HR policy. Therefore, the first step is to arrange a finger punch card error-proof system. This system is the only one needed for controlling all employees; it's the real practical method. Please incorporate a 5-minute tolerance for the in-time, for example, if the duty start time is 9 am, then the tolerance is until 9.05 am.
Gupta
From Saudi Arabia, Jiddah
Acknowledge(0)Amend(0)
I read; it's a very simple method for controlling all employees through the punch card time system. If any person comes late from the designated in-time, their salary should be deducted as per the HR policy. Therefore, the first step is to arrange a finger punch card error-proof system. This system is the only one needed for controlling all employees; it's the real practical method. Please incorporate a 5-minute tolerance for the in-time, for example, if the duty start time is 9 am, then the tolerance is until 9.05 am.
Gupta
From Saudi Arabia, Jiddah
Acknowledge(0)Amend(0)
Simple methodology: Assign tasks to employees and set a deadline before the office's closing hours. If an employee fails to complete the assignment on time, address the issue directly. This approach eliminates any reason for them to stay beyond their working hours.
Secondly, consider reducing the number of air conditioners for efficiency. Additionally, switch off the entire A/C system after a specific period. Similarly, manage telephone connections effectively.
Ensure that employees understand the expectations clearly and provide support to help them meet deadlines efficiently. Effective communication and task management are key to a productive work environment.
From India, Tiruchchirappalli
Acknowledge(0)Amend(0)
Secondly, consider reducing the number of air conditioners for efficiency. Additionally, switch off the entire A/C system after a specific period. Similarly, manage telephone connections effectively.
Ensure that employees understand the expectations clearly and provide support to help them meet deadlines efficiently. Effective communication and task management are key to a productive work environment.
From India, Tiruchchirappalli
Acknowledge(0)Amend(0)
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 reasons for one to extend the shift. Unless you understand the real problem, coming to a conclusion will be harmful. What if a person is really overburdened, and if he is sincere and you come up with something thinking that people are unnecessarily wasting time, then it may hurt the person who really works hard. Though this practice must be under control, the best input to resolve or to arrive at a decision can be given by the employee's manager. If employees are unable to manage their time, then you can give them advice or some useful suggestions.
From India
Acknowledge(0)Amend(0)
Like someone replied that there are many reasons for one to extend the shift. Unless you understand the real problem, coming to a conclusion will be harmful. What if a person is really overburdened, and if he is sincere and you come up with something thinking that people are unnecessarily wasting time, then it may hurt the person who really works hard. Though this practice must be under control, the best input to resolve or to arrive at a decision can be given by the employee's manager. If employees are unable to manage their time, then you can give them advice or some useful suggestions.
From India
Acknowledge(0)Amend(0)Looking for something specific? - Join & Be Part Of Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.
No more working till late hours.doc
Working Journalists & Other Newspaper Employees (Conditions Of Service) & Miscellaneous Provisio.pdf
Working with communities.ppt