Dear Mandeep,
This is a small issue. Why are you taking this so seriously? Like the way we have the best employee of the week on the notice board, place recognition for the best latecomer. As he feels bad to see his name on the notice board, definitely he changes his attitude.
Ram
From India, Bangalore
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1This is a small issue. Why are you taking this so seriously? Like the way we have the best employee of the week on the notice board, place recognition for the best latecomer. As he feels bad to see his name on the notice board, definitely he changes his attitude.
Ram
From India, Bangalore
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Dear Mandeep,
Put him on a critical job, assign him tasks that are very critical and involve heaps of work. If he is unable to perform properly, evaluate his performance and ask for resignation.
Also, if he is a good performer and always finishes his work within the deadline, then I must say you need to give him some flexibility. After all, it's performance that matters at the end of the day.
Thank you,
Krishna Sati
+91 955 516 8982
From India, Delhi
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Put him on a critical job, assign him tasks that are very critical and involve heaps of work. If he is unable to perform properly, evaluate his performance and ask for resignation.
Also, if he is a good performer and always finishes his work within the deadline, then I must say you need to give him some flexibility. After all, it's performance that matters at the end of the day.
Thank you,
Krishna Sati
+91 955 516 8982
From India, Delhi
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Dear Mandeep,
If you are not getting the management support, here are a few things that can be done to improve his punctuality:
1. Deduct his salary after three instances of coming late, but only for a grace period of 15 minutes.
2. Alternatively, you can offer him flexible hours up to 11 am, expecting him to work 8.30 or 9 hours in the office. If he fails to meet the required hours, you can deduct his salary according to the company's rules and regulations.
I believe implementing flexible hours will help resolve the punctuality issue. If there is still no improvement, consider issuing a warning letter or terminating his employment.
Regards,
Shikha
From United States
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If you are not getting the management support, here are a few things that can be done to improve his punctuality:
1. Deduct his salary after three instances of coming late, but only for a grace period of 15 minutes.
2. Alternatively, you can offer him flexible hours up to 11 am, expecting him to work 8.30 or 9 hours in the office. If he fails to meet the required hours, you can deduct his salary according to the company's rules and regulations.
I believe implementing flexible hours will help resolve the punctuality issue. If there is still no improvement, consider issuing a warning letter or terminating his employment.
Regards,
Shikha
From United States
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Dear Mandeep,
Approach a friendly measure, just give it a try. After assigning all the interesting tasks, call him early in the morning to ensure he reaches the office on time. Follow this routine for one month consistently, and you will notice the change. Just give it a try.
Regards,
Nicholas
From India, Madras
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Approach a friendly measure, just give it a try. After assigning all the interesting tasks, call him early in the morning to ensure he reaches the office on time. Follow this routine for one month consistently, and you will notice the change. Just give it a try.
Regards,
Nicholas
From India, Madras
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All,
I read in a response from Mandeep that the employee who comes late due to his tardiness arrives at 9:30 if he is scheduled to start at 9:00, or at 10:00 if he is supposed to come in at 9:30.
Therefore, my suggestion is to call him 30 minutes before he is required to clock in or show up at the office. If he is given flexible hours beginning at 10:00 am, inform him in writing or verbally that he must be present by 9:30 am. I hope this resolves the issue.
What do you think? I am attempting to offer a solution based on the information provided. Verbal or written warnings, discussions with management, or allowing him to explain his situation or be on a flexible schedule have not yielded satisfactory results for the HR department. So why not consider implementing the employee's technique? However, ensure that the timepiece he relies on is synchronized with the official time.
Thank you.
From United States, Saint Albans
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I read in a response from Mandeep that the employee who comes late due to his tardiness arrives at 9:30 if he is scheduled to start at 9:00, or at 10:00 if he is supposed to come in at 9:30.
Therefore, my suggestion is to call him 30 minutes before he is required to clock in or show up at the office. If he is given flexible hours beginning at 10:00 am, inform him in writing or verbally that he must be present by 9:30 am. I hope this resolves the issue.
What do you think? I am attempting to offer a solution based on the information provided. Verbal or written warnings, discussions with management, or allowing him to explain his situation or be on a flexible schedule have not yielded satisfactory results for the HR department. So why not consider implementing the employee's technique? However, ensure that the timepiece he relies on is synchronized with the official time.
Thank you.
From United States, Saint Albans
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Hi Mandeep. I strongly agree with Mr. B. Saikumar - don't forget that as an HR professional, you need to play the role of a counselor as well. There might be some root cause for his regular late coming. Despite taking disciplinary actions, find out the root cause of the problem and discuss it with the employee. You can also show the efforts you have made to resolve this issue. I am sure that he will definitely understand your concern too.
From India, Bangalore
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From India, Bangalore
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Hi Mandeep,
It is a very sensitive issue. What I can suggest to you is to motivate him to come on time by implementing the following methods:
1. You can create a monthly punctual staff list.
2. You can send out a group appreciation email for punctual staff.
3. You can also organize an event at the end of the month by giving a small gift to the employee who is very punctual for that particular month.
I believe that by implementing these practices, you can motivate him to come on time.
Best regards,
Chandra Mohan Rao
+91 9880136737
Bangalore
From India, Bangalore
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It is a very sensitive issue. What I can suggest to you is to motivate him to come on time by implementing the following methods:
1. You can create a monthly punctual staff list.
2. You can send out a group appreciation email for punctual staff.
3. You can also organize an event at the end of the month by giving a small gift to the employee who is very punctual for that particular month.
I believe that by implementing these practices, you can motivate him to come on time.
Best regards,
Chandra Mohan Rao
+91 9880136737
Bangalore
From India, Bangalore
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Dear Mandeep,
What I think is to deduct his salary when he comes late to the office regularly. When he gets irritated, he goes to higher management to ask why his salary is deducted every month. Then, you should provide all his attendance details and stop his increment. This way, he can understand that it's not good to break office timing.
From India, Delhi
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What I think is to deduct his salary when he comes late to the office regularly. When he gets irritated, he goes to higher management to ask why his salary is deducted every month. Then, you should provide all his attendance details and stop his increment. This way, he can understand that it's not good to break office timing.
From India, Delhi
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Dear Mandeep,
Please answer the following questions and make a decision accordingly:
1) Is he the only web designer available to you on Earth?
2) Is he such an important asset to your company that you are in dire need of him?
3) Is he the sole employee of your organization?
4) What justice has been served to other punctual employees?
5) It is disheartening that despite being labeled as lazy, he still remains with the organization. What message are we conveying to the other employees by allowing this to continue?
6) How many valuable man-hours have been wasted on him?
7) If those hours had been spent on recruiting good designers, you would have had a handful of staff at your disposal.
8) Please reflect on this...
Thank you.
From India, Coimbatore
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Please answer the following questions and make a decision accordingly:
1) Is he the only web designer available to you on Earth?
2) Is he such an important asset to your company that you are in dire need of him?
3) Is he the sole employee of your organization?
4) What justice has been served to other punctual employees?
5) It is disheartening that despite being labeled as lazy, he still remains with the organization. What message are we conveying to the other employees by allowing this to continue?
6) How many valuable man-hours have been wasted on him?
7) If those hours had been spent on recruiting good designers, you would have had a handful of staff at your disposal.
8) Please reflect on this...
Thank you.
From India, Coimbatore
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