It is not understood, whether you are directly supervising their performance or the erring employees are being supervised by some floor supervisor or manager. Whosoever supervises them should be made responsible for their performance and alertness during night duty.
The prime aim of the organisation's effort should be to improve his performance. Punishment is not always the remedy to improve the habits or efficiency of the employee. The employee should be able to see the rod of punishment and be able to keep in memory to keep themselves alert, but should be sparingly used. Once punished he becomes doggedly attached to their habits and culture. So, it is necessary for the management to resort to some alternative measures to keep them duty bound even during their night shifts.
So, you may better explore the possibility of either of changing the working schedules to adjust some part of the day and some part of the night (say 50:50) or by assigning daily as well as weekly targets for completion of specific jobs. The same can be checked on day to day basis every next day as well as on week-ends for their over-all out turn. You can notify them about shortfalls on their part and the penal provisions for poor performance.
Another alternative can be to paste the names of such persons found to have been found sleeping, so that other workers may also take notice about them. When they find their names notified on the notice board, that can help bringing psychological effect on them and may improve their habits to avoid bad name appearing time & again. Other employees can also get alerted and make efforts not to get their names included in such list of defaulters. Practice of just 2-3 months is likely to improve the situation.
Director
WORK AT HOME CLUB
From India, Delhi
20The prime aim of the organisation's effort should be to improve his performance. Punishment is not always the remedy to improve the habits or efficiency of the employee. The employee should be able to see the rod of punishment and be able to keep in memory to keep themselves alert, but should be sparingly used. Once punished he becomes doggedly attached to their habits and culture. So, it is necessary for the management to resort to some alternative measures to keep them duty bound even during their night shifts.
So, you may better explore the possibility of either of changing the working schedules to adjust some part of the day and some part of the night (say 50:50) or by assigning daily as well as weekly targets for completion of specific jobs. The same can be checked on day to day basis every next day as well as on week-ends for their over-all out turn. You can notify them about shortfalls on their part and the penal provisions for poor performance.
Another alternative can be to paste the names of such persons found to have been found sleeping, so that other workers may also take notice about them. When they find their names notified on the notice board, that can help bringing psychological effect on them and may improve their habits to avoid bad name appearing time & again. Other employees can also get alerted and make efforts not to get their names included in such list of defaulters. Practice of just 2-3 months is likely to improve the situation.
Director
WORK AT HOME CLUB
From India, Delhi
The contributing members are given their views and good. It is most important that not only in the interest of production but also in the interest of workers should be taken into consideration while engaging the worker in the night shift. The night shift workers should get rest after shift working is over and need not continue the next shift. There should be practice of rotation of the workers in Shift wise. If a worker is working in this week in A shift, he should be placed in B shift next week and then C shift so that the worker will be fit by bothphysically and mentally.
Adoni Suguresh
Labour Laws Consultant
From India, Bidar
Adoni Suguresh
Labour Laws Consultant
From India, Bidar
Hi Abhi,
I think if you are looking them from human angle, we should create employee enguagement activity during night like indoor game like chess, carrom, dance for half an hour break after every 4 hrs working. Which will create good environment in the company to boost the productivity. Plan visit to company during night shift occassionaly and organize serprise visit and some extra activities which will help to keep them enguaged.
Regards,
Dattatraya
From Germany, Lohmar
I think if you are looking them from human angle, we should create employee enguagement activity during night like indoor game like chess, carrom, dance for half an hour break after every 4 hrs working. Which will create good environment in the company to boost the productivity. Plan visit to company during night shift occassionaly and organize serprise visit and some extra activities which will help to keep them enguaged.
Regards,
Dattatraya
From Germany, Lohmar
Dear Friend,
Sleeping while on duty is a misconduct. You as HR Manager can not allow or ignore this problem at the place of work. Once anyone ignore such issues that will become more complicated problem in future. Therefore you should take the following steps in sequence.
1. Never allow any employee to work continuously in night shift. Change/rotate the shift weekly/ fortnightly.
2. Call the meetings of the employees in small groups and convey your message and explain/suggest them not to sleep during duty hours.
3. Once you have conveyed the message and you observe that a few persons are found sleeping.Call them in your office and warn them to not to repeat the misconduct. Record the meeting in a register and obtain the signatures of the employees.
4. Still the people if persist with this habit, identify the repeat case and issue written warning.
5. The fifth step is to issue charge sheet and initiate the disciplinary action.
You have to deal the matter with seriousness otherwise the work may hamper. The above method is tried and tested at more than two organizations as for as my experience goes..
By this way you have given ample opportunity to the employees to make amends and once they refuse to change they have left no way to initiate action.
Thanks,
Sushil Sharma
9592088446
From India, Delhi
Sleeping while on duty is a misconduct. You as HR Manager can not allow or ignore this problem at the place of work. Once anyone ignore such issues that will become more complicated problem in future. Therefore you should take the following steps in sequence.
1. Never allow any employee to work continuously in night shift. Change/rotate the shift weekly/ fortnightly.
2. Call the meetings of the employees in small groups and convey your message and explain/suggest them not to sleep during duty hours.
3. Once you have conveyed the message and you observe that a few persons are found sleeping.Call them in your office and warn them to not to repeat the misconduct. Record the meeting in a register and obtain the signatures of the employees.
4. Still the people if persist with this habit, identify the repeat case and issue written warning.
5. The fifth step is to issue charge sheet and initiate the disciplinary action.
You have to deal the matter with seriousness otherwise the work may hamper. The above method is tried and tested at more than two organizations as for as my experience goes..
By this way you have given ample opportunity to the employees to make amends and once they refuse to change they have left no way to initiate action.
Thanks,
Sushil Sharma
9592088446
From India, Delhi
With regard to nights shifts employees shift duties have to be arranged in such a way that they should not be put in nights shifts continuously. When they are working in nights shifts, at least they should be given 1 hr's. rest on turn basis because of human tendency, they should be given some snacks like biscuits and tea to energise them (it is seen that a road bypass company at Hubli is adopting this and have succeeded), they should be given night allowance, they should be attracted by incentive etc. then only we can see some developments. In spite of all these, still the employee is resorting to sleep in the night shifts, he has to be subjected to disciplinary action including termination from service.
From India, Bangalore
From India, Bangalore
Hi Dear
I think everybody has elaborate properly, but that is more important to ask that employee, why he is sleeping while on duty, how much hours is he working in a day (in manufacturing industry workmen normally work for eight hours), how is work pressurized etc. so after counselling/s issue him show cause letter in proper format, copy mark with his superior and duly signed by the higher authority (whoever as per disciplinary action authority). After his explanation you'll be very much clear for the further action.
Ramesh Vyavare
From India, Pune
I think everybody has elaborate properly, but that is more important to ask that employee, why he is sleeping while on duty, how much hours is he working in a day (in manufacturing industry workmen normally work for eight hours), how is work pressurized etc. so after counselling/s issue him show cause letter in proper format, copy mark with his superior and duly signed by the higher authority (whoever as per disciplinary action authority). After his explanation you'll be very much clear for the further action.
Ramesh Vyavare
From India, Pune
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