Why is punctuality a problem?
Is this man doing what he was hired to do?
If the answer is “No,” start disciplinary measures against him and he will either leave or be sacked.
If the answer is “Yes,” you have two options:
The first is to leave him alone, he will continue to do what he has been hired to do.
The second is to continue to treat him as if he was a small child who has to have his legs slapped because he was late for school.
If you continue behaving in this way towards him he will definitely leave and when he does it will be because of the way he has been treated by you.
You are wasting your company’s time and money by pursuing something that adds no value to your organisation.
If the cost of replacing this man when he quits came from your own pocket would you be so keen to behave in this way to make him leave?
Peter A Hunter
BreakingtheMould.co.uk
From United Kingdom, Nottingham
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Is this man doing what he was hired to do?
If the answer is “No,” start disciplinary measures against him and he will either leave or be sacked.
If the answer is “Yes,” you have two options:
The first is to leave him alone, he will continue to do what he has been hired to do.
The second is to continue to treat him as if he was a small child who has to have his legs slapped because he was late for school.
If you continue behaving in this way towards him he will definitely leave and when he does it will be because of the way he has been treated by you.
You are wasting your company’s time and money by pursuing something that adds no value to your organisation.
If the cost of replacing this man when he quits came from your own pocket would you be so keen to behave in this way to make him leave?
Peter A Hunter
BreakingtheMould.co.uk
From United Kingdom, Nottingham
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First, suggest to him to maintain his routine timetable and check how many minutes he is late. Then, advise him to leave his home at least 1 hour prior to his timetable. I am sure this will work out.
With warm regards,
Sheerin
WISH YOU A HAPPY NEW YEAR
From India, Bangalore
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With warm regards,
Sheerin
WISH YOU A HAPPY NEW YEAR
From India, Bangalore
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Mandeep i study the case and the problem is psychological with the gentleman and he don’t understand the value of time so you just counselling with him & he’ll improve slowly.
From India, Udaipur
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From India, Udaipur
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Firstly, does the work suffer? Does he fail to meet the deadline? No one really knows why the management is supportive of this indiscipline employee. You can try telling the management that if one employee is allowed this slackness, then every other employee is demanding flexi-hours, and that you have to grant it as an office cannot have different rules for different employees.
From India, Bangalore
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From India, Bangalore
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First thing is to counsel him about the late coming (maybe by a suitable higher official with whom he is a bit comfortable, open, or friendly).
Secondly, salary deduction or deducting marks from his performance is not really a correct approach (unless a policy is in place, for example, three times late results in half-day leave deduction, etc.) If you are deducting leaves as per the above, please leave the matter there and stop bothering.
Thirdly, consider the time he is leaving the office (whether his job profile requires him to stay late). As an HR person, you should first take that into consideration as well (you have only mentioned he comes late).
Fourthly, ask him if the timings for him have changed to come in 30/40 minutes later and leave also 30/40 minutes later. I have seen this in many companies, especially in the case of ladies when they are pregnant.
As an HR person, try to delve into the individual's concerns and find the best possible solutions. Penalizing should be the last option.
Request your company to provide you with good HR and interpersonal training to enhance your skills.
Venkata Krishnamohan
From India, Madras
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1Secondly, salary deduction or deducting marks from his performance is not really a correct approach (unless a policy is in place, for example, three times late results in half-day leave deduction, etc.) If you are deducting leaves as per the above, please leave the matter there and stop bothering.
Thirdly, consider the time he is leaving the office (whether his job profile requires him to stay late). As an HR person, you should first take that into consideration as well (you have only mentioned he comes late).
Fourthly, ask him if the timings for him have changed to come in 30/40 minutes later and leave also 30/40 minutes later. I have seen this in many companies, especially in the case of ladies when they are pregnant.
As an HR person, try to delve into the individual's concerns and find the best possible solutions. Penalizing should be the last option.
Request your company to provide you with good HR and interpersonal training to enhance your skills.
Venkata Krishnamohan
From India, Madras
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First thing is to counsel him about the late coming (maybe by a suitable higher official with whom he is a bit comfortable, open, or friendly).
Secondly, salary deduction or deducting marks from his performance is not really a correct approach unless a policy is in place, for example, three instances of being late result in half-day leave deduction, etc. If you are deducting leaves as per the above, please leave the matter there and stop bothering.
Thirdly, consider what time he is leaving the office (whether his job profile requires him to stay late). As an HR person, you should first take that into consideration as well (you have only mentioned he comes late).
Fourthly, ask him if his timings can be adjusted to come in 30/40 minutes later and leave 30/40 minutes later. I have seen this in many companies, especially in the case of women when they are pregnant.
As an HR professional, try to delve into the individual's concerns and find the best possible solutions. Penalizing should be the last option.
Request your company to provide you with good HR and interpersonal training to enhance your skills.
Venkata Krishnamohan
From India, Madras
Acknowledge(0)Amend(0)
Secondly, salary deduction or deducting marks from his performance is not really a correct approach unless a policy is in place, for example, three instances of being late result in half-day leave deduction, etc. If you are deducting leaves as per the above, please leave the matter there and stop bothering.
Thirdly, consider what time he is leaving the office (whether his job profile requires him to stay late). As an HR person, you should first take that into consideration as well (you have only mentioned he comes late).
Fourthly, ask him if his timings can be adjusted to come in 30/40 minutes later and leave 30/40 minutes later. I have seen this in many companies, especially in the case of women when they are pregnant.
As an HR professional, try to delve into the individual's concerns and find the best possible solutions. Penalizing should be the last option.
Request your company to provide you with good HR and interpersonal training to enhance your skills.
Venkata Krishnamohan
From India, Madras
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Dear Mandeep,
Give him a panic that he may lose his job, until and unless he fears losing his job, it is tough to correct him. You may also act as per the labor laws of the country; submit the law reference to your management and help them understand that if this latecomer is not addressed, others may be inspired to arrive late, potentially causing a breakdown in discipline. You can make the management understand this way for the greater interest of the organization.
Haidar
Manager (HR & Compliance)
From Bangladesh, Dhaka
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Give him a panic that he may lose his job, until and unless he fears losing his job, it is tough to correct him. You may also act as per the labor laws of the country; submit the law reference to your management and help them understand that if this latecomer is not addressed, others may be inspired to arrive late, potentially causing a breakdown in discipline. You can make the management understand this way for the greater interest of the organization.
Haidar
Manager (HR & Compliance)
From Bangladesh, Dhaka
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Dear Mandeep,
Please ask all the employees to gather near the entrance. As soon as he enters, reward him with a bouquet. Address all the employees, stating that no one can be as consistent as him. Through such consistency, he has set a standard for all of us, which will be a challenge for the upcoming generation, etc.
That will definitely dig deep in his heart. If possible, ask the HR to take away his card as it's of no use (Just address it in front of HR and all, no need to take it away). Though this method won't work (I wish it could), but that would be enough to satisfy your conscience.
From India, Mumbai
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Please ask all the employees to gather near the entrance. As soon as he enters, reward him with a bouquet. Address all the employees, stating that no one can be as consistent as him. Through such consistency, he has set a standard for all of us, which will be a challenge for the upcoming generation, etc.
That will definitely dig deep in his heart. If possible, ask the HR to take away his card as it's of no use (Just address it in front of HR and all, no need to take it away). Though this method won't work (I wish it could), but that would be enough to satisfy your conscience.
From India, Mumbai
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Dear Mandeep,
Please take a printout of all the suggestions, advice, etc., make two copies, and present it to him as a NEW YEAR GIFT. Give one copy to management. I think it is a simple and polite way of solving it permanently.
Regards,
Abhinandan.
From India, Hubli
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Please take a printout of all the suggestions, advice, etc., make two copies, and present it to him as a NEW YEAR GIFT. Give one copy to management. I think it is a simple and polite way of solving it permanently.
Regards,
Abhinandan.
From India, Hubli
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