Hi All, I am working in an IT company. My company strength is 30+, We have 7-8 guys who are very important to the team. Those guys come late to work almost every single day. When I ask them, all they are saying is that they were stuck in traffic, got up too late, had some personal work. This is the scenario for the last 3-4 months.
It is not that these guys are working late after office hours and then coming office late the next day. I think they are purposely coming late & giving some reasons.
I think their late coming is just disrespectful to other colleagues. And the new joiners/ freshers have also started coming late by seeing seniors coming late to office.
Our Office timings are from 10 am to 7 Pm. We don't have any Late coming policy in office. And so I think people are taking the liberty of that.
So the question is: How to deal with talents who have an unbeatable problem with coming on-time? How to make them come office on time & in a very assertive way.
Please provide some suggestions or policies which I can apply in my office.
From India, Nagpur
It is not that these guys are working late after office hours and then coming office late the next day. I think they are purposely coming late & giving some reasons.
I think their late coming is just disrespectful to other colleagues. And the new joiners/ freshers have also started coming late by seeing seniors coming late to office.
Our Office timings are from 10 am to 7 Pm. We don't have any Late coming policy in office. And so I think people are taking the liberty of that.
So the question is: How to deal with talents who have an unbeatable problem with coming on-time? How to make them come office on time & in a very assertive way.
Please provide some suggestions or policies which I can apply in my office.
From India, Nagpur
Hi Kirti,
Your approach is worth appreciation that you wish to handle it assertively. However, it depends on your tenure in the workplace and your relationship with them to initiate this discussions on a friendly note.
The best way could be to propose suitable HR policies as you do not have it in place. But before that, did you try to bring it to the notice of your seniors ? (or is it that they are one of them ?) as what they think about this does matter. I would suggest you to first discuss with your boss / management before any action is taken as they should support your action.
You can present them the facts and evidences and press a need that its disturbing the company culture as new employees tend to follow their seniors.
Once your seniors give you a green signal, issue a suitable circular not pinpointing or targeting anyone in particular but to bring some discipline in office in a harmonious way.
With best regards,
Vaishalee Parkhi
https://www.linkedin.com/pub/vaishal...khi/62/9ab/6b0
From India, Pune
175Your approach is worth appreciation that you wish to handle it assertively. However, it depends on your tenure in the workplace and your relationship with them to initiate this discussions on a friendly note.
The best way could be to propose suitable HR policies as you do not have it in place. But before that, did you try to bring it to the notice of your seniors ? (or is it that they are one of them ?) as what they think about this does matter. I would suggest you to first discuss with your boss / management before any action is taken as they should support your action.
You can present them the facts and evidences and press a need that its disturbing the company culture as new employees tend to follow their seniors.
Once your seniors give you a green signal, issue a suitable circular not pinpointing or targeting anyone in particular but to bring some discipline in office in a harmonious way.
With best regards,
Vaishalee Parkhi
https://www.linkedin.com/pub/vaishal...khi/62/9ab/6b0
From India, Pune
Kirti, late coming sets a precedence. From what you say that these 7-8 guys who assume themselves as important have to be pulled up. you have to be tactful at the same time. You must try to understand what they are trying to communicate by their behavior - like are they expecting more salary? or they want to show the new comers that the company will sink if they are not around.
In an organization any employee is an employee irrespective of senior or newcomer. Make a policy on late coming that in a month late coming is permissible for 1 hour on an accumulated basis. This is easy to calculate since most places have a swipe card. In case you have signing of register then those who come after 10 am have to mention their time of arrival. The security person or receptionist has to insist this. Prior permissions will also fall within this ambit. Exceeding the permissible 1 hour limit results in losing half day pay thereon. This is one way we you could put people on track
From India, Chennai
In an organization any employee is an employee irrespective of senior or newcomer. Make a policy on late coming that in a month late coming is permissible for 1 hour on an accumulated basis. This is easy to calculate since most places have a swipe card. In case you have signing of register then those who come after 10 am have to mention their time of arrival. The security person or receptionist has to insist this. Prior permissions will also fall within this ambit. Exceeding the permissible 1 hour limit results in losing half day pay thereon. This is one way we you could put people on track
From India, Chennai
What is your designation/appointment?
How are the seniors in the office-HOD,HR Manager reacting to this daily late coming?
What learned members have written above is true-bad example,poor office discipline etc.
Before you react,I would suggest have in house discussion,make policy for late coming etc
Introduction of bio metric system will record timings and pay cuts can be considered.
Top management needs to be in sync with your line of thinking of how to tackle late coming.
From India, Pune
How are the seniors in the office-HOD,HR Manager reacting to this daily late coming?
What learned members have written above is true-bad example,poor office discipline etc.
Before you react,I would suggest have in house discussion,make policy for late coming etc
Introduction of bio metric system will record timings and pay cuts can be considered.
Top management needs to be in sync with your line of thinking of how to tackle late coming.
From India, Pune
Hi,
I have same issue in my office and I am HR Professional in my company. When I ask them to come on time they do argue that they are stretching those late time at EOD so working hours become same as all other. Can you please guide me that how to deal with such kind of arguments. Because late comers come at 11 am and stays upto 8 pm, when office timings are 10 am to 7 pm.
Suggest me solution for it if possible.
Thanks & Regards,
Ekta Maniyar
From India, Mumbai
I have same issue in my office and I am HR Professional in my company. When I ask them to come on time they do argue that they are stretching those late time at EOD so working hours become same as all other. Can you please guide me that how to deal with such kind of arguments. Because late comers come at 11 am and stays upto 8 pm, when office timings are 10 am to 7 pm.
Suggest me solution for it if possible.
Thanks & Regards,
Ekta Maniyar
From India, Mumbai
Before creating & imposing any policy for late arrival
Calculate the time for late sitting of all working personnel
calculate the expenses which are indirectly beared on office for such late sitting such as Tea / electricity / manpower enaged -security / peon and overall late generation of daily MIS.
Call all such fellow / peers in your cabin ,if some seniors in the cabin of ur boss.
Tell him the impact and warn him not to disturb the office / organisation culture.
If they are improving in habit ,then ok, if not deduct the daily such expences on pro rata on each salary and put a notice on board , the name and deducted amount.
This way , u can control the indiscipline
From India
Calculate the time for late sitting of all working personnel
calculate the expenses which are indirectly beared on office for such late sitting such as Tea / electricity / manpower enaged -security / peon and overall late generation of daily MIS.
Call all such fellow / peers in your cabin ,if some seniors in the cabin of ur boss.
Tell him the impact and warn him not to disturb the office / organisation culture.
If they are improving in habit ,then ok, if not deduct the daily such expences on pro rata on each salary and put a notice on board , the name and deducted amount.
This way , u can control the indiscipline
From India
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.