Dear Mamata,
I am no HR expert. However, how can you find out a soultion without finding out the root cause? If you can get new employees without a problem then give them warning with the approval of the bosses and the fire them if the situation does not improve and engage new ones. If it is any situation like Rashmi has depicted, that is the workers are invaluable and cannot be sacked, then you will have a problem.
Have you tried to explain how their action that has led to clients not getting results on time has/could lead to loss of income/repeat business?
Have a nice day.
Simhan
From United Kingdom
1624I am no HR expert. However, how can you find out a soultion without finding out the root cause? If you can get new employees without a problem then give them warning with the approval of the bosses and the fire them if the situation does not improve and engage new ones. If it is any situation like Rashmi has depicted, that is the workers are invaluable and cannot be sacked, then you will have a problem.
Have you tried to explain how their action that has led to clients not getting results on time has/could lead to loss of income/repeat business?
Have a nice day.
Simhan
From United Kingdom
Dear Ms. Mamta
I apologize for my intervene.
1) You need to apply LOGIC rather trying to gain CONTROL over situation.
2) Either you go ahead with FIXED TIMINGS or FLEXI TIMINGS. BE SPECIFIC.
3) Based on your ORGANISATION's BUSINESS STRATEGIES, decide whether FIXED OR FLEXI TIMINGS are applicable.
4) I hope your organisation is paying for 8HOURS/DAY and your employees are oblige to deliver their OUTPUT or PERFORM within that 8HOURS. Hence measure their PRODUCTIVITY LEVELS proportionate to 8HOURS/DAY.
5) You have to discuss this issue with your TOP MANAGEMENT, seek there guidance and then come to final conclusion. DO NOT TAKE ANY DECISION WITHOUT THE CONCERN OF TOP MANAGEMENT.
I hope you understood how to place SYSTEMS & PROCEDURES in PLACE.
GOOD LUCK.
With profound regards
From India, Chennai
I apologize for my intervene.
1) You need to apply LOGIC rather trying to gain CONTROL over situation.
2) Either you go ahead with FIXED TIMINGS or FLEXI TIMINGS. BE SPECIFIC.
3) Based on your ORGANISATION's BUSINESS STRATEGIES, decide whether FIXED OR FLEXI TIMINGS are applicable.
4) I hope your organisation is paying for 8HOURS/DAY and your employees are oblige to deliver their OUTPUT or PERFORM within that 8HOURS. Hence measure their PRODUCTIVITY LEVELS proportionate to 8HOURS/DAY.
5) You have to discuss this issue with your TOP MANAGEMENT, seek there guidance and then come to final conclusion. DO NOT TAKE ANY DECISION WITHOUT THE CONCERN OF TOP MANAGEMENT.
I hope you understood how to place SYSTEMS & PROCEDURES in PLACE.
GOOD LUCK.
With profound regards
From India, Chennai
thanks sir, for your comments, i will re discuss with my director and plan accordingly, FYI.. he is also very fed up with this situation..but he does not want to loose xyz employee
From India, Mumbai
From India, Mumbai
Dear Ms. Mamta,
If i am not mistaken, It was your TOP MANAGEMENT'S FAULT for not defining RULES & REGULATIONS(POLICIES) in coordination with OPERATIONAL & BUSINESS STRATEGIES.
Deal STRICTLY with employees if their ATTITUDE is creating ISSUES at WORKPLACE.
You may FIX timings for those employees inorder to synchronize with your CLIENT. But, PUNCTUALITY is very important and don't let your employees to take everything for GRANTED.
You may circulate this MESSAGE to your employees "EMPLOYEES ARE ALLOWED TO DO MISTAKES, BUT YOU HAVE TO PAY PRICE FOR IT". Its one of the OPERATIONAL STRATEGIES in favour of EMPLOYEES where, employees are taught/updated about all POSSIBLE MISTAKES they can do intentionally and inadvertently. In a professional world, everything has got its own PRICE TAG because everyone is EMPLOYED FOR MONEY.
If you have further queries, kindly feel free to revert.
Be creative in your life and apply COMMON SENSE/LOGIC. GOOD DAY
With profound regards
From India, Chennai
If i am not mistaken, It was your TOP MANAGEMENT'S FAULT for not defining RULES & REGULATIONS(POLICIES) in coordination with OPERATIONAL & BUSINESS STRATEGIES.
Deal STRICTLY with employees if their ATTITUDE is creating ISSUES at WORKPLACE.
You may FIX timings for those employees inorder to synchronize with your CLIENT. But, PUNCTUALITY is very important and don't let your employees to take everything for GRANTED.
You may circulate this MESSAGE to your employees "EMPLOYEES ARE ALLOWED TO DO MISTAKES, BUT YOU HAVE TO PAY PRICE FOR IT". Its one of the OPERATIONAL STRATEGIES in favour of EMPLOYEES where, employees are taught/updated about all POSSIBLE MISTAKES they can do intentionally and inadvertently. In a professional world, everything has got its own PRICE TAG because everyone is EMPLOYED FOR MONEY.
If you have further queries, kindly feel free to revert.
Be creative in your life and apply COMMON SENSE/LOGIC. GOOD DAY
With profound regards
From India, Chennai
first identify the behaviour/ underlying causes and take appropiate steps to combat..
eg in trainings you may have seen people trying to hog the limelight, they want to portray that they know many facts and are placed in a superior position Vs trainer
From India, Delhi
eg in trainings you may have seen people trying to hog the limelight, they want to portray that they know many facts and are placed in a superior position Vs trainer
From India, Delhi
Dear All,
from few months i am facing problem, we having late coming fine system and when i am preparing month's salary we generally deduct late fine(after 10:30am) after considering genuine reason of employees but few of them is always latecomers (after 11:30am), we have discussed many times with them and also circulated policy, but there is no improvement, those peaople are potential for company,
but when we cut salary then they behave very differently and some time use hard word to HR. please suggest how can we control them,
we had also flexi time facility but not worked, so we stopped
Regards
Mamta
From India, Mumbai
from few months i am facing problem, we having late coming fine system and when i am preparing month's salary we generally deduct late fine(after 10:30am) after considering genuine reason of employees but few of them is always latecomers (after 11:30am), we have discussed many times with them and also circulated policy, but there is no improvement, those peaople are potential for company,
but when we cut salary then they behave very differently and some time use hard word to HR. please suggest how can we control them,
we had also flexi time facility but not worked, so we stopped
Regards
Mamta
From India, Mumbai
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