Hi,
§
Keep monitoring attendance. Tell the employee when she improves, and when she slips, remind her of the potential consequences for continued attendance problems.
§Late coming of employees requires a strategic planning which comprise of punishments like loss of pay, denying employment for first half of the shift, and also reward for the punctual people.
From India
§
Keep monitoring attendance. Tell the employee when she improves, and when she slips, remind her of the potential consequences for continued attendance problems.
§Late coming of employees requires a strategic planning which comprise of punishments like loss of pay, denying employment for first half of the shift, and also reward for the punctual people.
From India
There will always be a case wherein we will encounter employees who are always late. what i suggest is to have all documentations ready and present it to the person during coaching or feedback sessions. Even if the person is good on other metrics, he still needs to understand it is important to also improve on his attendance by 1.providing feedback or scenarios 2.the cause and effect of having to go to work late. and 3.how important he is to his team and the company. 4. Let them come up with a solution (or provide suggestions)and create an action plan that they will follow. Tell him that you will both monitor his progress and set a timeline where you will check if there is an improvement.
From Philippines, Dasmariñas
From Philippines, Dasmariñas
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
No more working till late hours.doc