Dear All,
In my organisation there are very few (10) female operators who are working along with all male operators in first shift.
It is observed that daily at Lunch time when staff employees and before end of shift for more than 1/2 hr., these female go to change room for chitchatting, sleeping and making phone calls and doing handicraft work.
Nobody from HR can enter to changing room as surprise visit becase all rest employees are male and Female toilet is attached with changing room hence we cannot question her for not being on her work place.
Please suggest measures how to tackle with this problem.
Narendra
From India, Mumbai
28In my organisation there are very few (10) female operators who are working along with all male operators in first shift.
It is observed that daily at Lunch time when staff employees and before end of shift for more than 1/2 hr., these female go to change room for chitchatting, sleeping and making phone calls and doing handicraft work.
Nobody from HR can enter to changing room as surprise visit becase all rest employees are male and Female toilet is attached with changing room hence we cannot question her for not being on her work place.
Please suggest measures how to tackle with this problem.
Narendra
From India, Mumbai
Hi Narendra,
You can give a written complain against your female staff to HR or verbal complain against same. Ask female HR to visit changing room at same time when they do go there so they can catch them red handed. Try to speak with their reporting boss or HR would be the best to approach.
Regards,
Preeti
From India, Mumbai
You can give a written complain against your female staff to HR or verbal complain against same. Ask female HR to visit changing room at same time when they do go there so they can catch them red handed. Try to speak with their reporting boss or HR would be the best to approach.
Regards,
Preeti
From India, Mumbai
Dear Preeti,
Thank you for your reply, I am from HR, we have already tried all ways as suggested by you. I have one female assistant, we have told her to use shopfloor female toilet, but this tact is also not effective.
Our management believes in good IR, hence till date I have not taken any drastic action against them and it is very difficult to take actions since they have excuse that they can go to toilet for emergency natural calls.
I do not know how can I solve this problem decently. Please suggest.
Thanks again.
Narendra
From India, Mumbai
Thank you for your reply, I am from HR, we have already tried all ways as suggested by you. I have one female assistant, we have told her to use shopfloor female toilet, but this tact is also not effective.
Our management believes in good IR, hence till date I have not taken any drastic action against them and it is very difficult to take actions since they have excuse that they can go to toilet for emergency natural calls.
I do not know how can I solve this problem decently. Please suggest.
Thanks again.
Narendra
From India, Mumbai
You Go To Thier Place Of Working At The Same Time When They Go To Rest Room Every Day Or Alternate Day And Stand Besides Or Near To Their Seat Till Time Is Over. Dont Say Any Thing To Them Just Stand. You Will Find That In Next 2 Or 3 Days Days They Wont Go To Change Room For Chit Chat.
From India, Indore
From India, Indore
Dear Naendra,
Your problem is common to all in most of the factory set-ups. In fact you could have elaborated about the type of industry, nature of work of these female employees etc.
Have you tried with devising "Measures of Performance"? Give each employee his/her measures of performance per day or per week or per month. Each employee must do certain quantum of work in certain quantum of time. This works for sure.
When I had been in HR, believe me I did not have time to take lunch some time. This possibly could have happened with you also.
When you define measures of performance clearly, it will be possible to grade the employee as "Satisfactory", "Good", "Very Good" and "Excellent". Slowly start removing "Satisfactory" employees, of course, with sufficient notice. This will send a right message to all the employees. Later start removing all the "Good" employees also. Finally at one stage you can have only "Excellent" employees on your rolls and no one else.
Ok...
Dinesh V Divekar
From India, Bangalore
Your problem is common to all in most of the factory set-ups. In fact you could have elaborated about the type of industry, nature of work of these female employees etc.
Have you tried with devising "Measures of Performance"? Give each employee his/her measures of performance per day or per week or per month. Each employee must do certain quantum of work in certain quantum of time. This works for sure.
When I had been in HR, believe me I did not have time to take lunch some time. This possibly could have happened with you also.
When you define measures of performance clearly, it will be possible to grade the employee as "Satisfactory", "Good", "Very Good" and "Excellent". Slowly start removing "Satisfactory" employees, of course, with sufficient notice. This will send a right message to all the employees. Later start removing all the "Good" employees also. Finally at one stage you can have only "Excellent" employees on your rolls and no one else.
Ok...
Dinesh V Divekar
From India, Bangalore
Hi,
I go with Dinesh. Best way to handle this situation is increasing the work load or measuring the performance scientifically. Ensure that you don't land up in gender bias issues while you do this. Keep the management informed on what you do. Check with the management whether you can provide incentives employees on the productivity. Or a special incentive drive for a specific period to motivate them to work little more during the time they are inside the factory.
If your approach is positive your management will appreciate it for sure.
Regards
From India, Coimbatore
I go with Dinesh. Best way to handle this situation is increasing the work load or measuring the performance scientifically. Ensure that you don't land up in gender bias issues while you do this. Keep the management informed on what you do. Check with the management whether you can provide incentives employees on the productivity. Or a special incentive drive for a specific period to motivate them to work little more during the time they are inside the factory.
If your approach is positive your management will appreciate it for sure.
Regards
From India, Coimbatore
If these people are not at their workstations after the break, you can legitimately dismiss them. You do not need to know where they are or what they are doing.
From United Kingdom, Glasgow
From United Kingdom, Glasgow
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