Dear All,
Greetings!
I am working on the formation of an attendance reward system for 100% attendance on a monthly basis. We are in the retail sector, and the staff working with us, sort of laborer class, has more issues related to absenteeism. Management has assigned a budget for the reward system, which is 5% of the turnover for the quarter. We have come up with non-monetary reward ideas:
1) Deo Plus shaving kit for Men (These ideas are derived to ensure grooming standards too).
2) Deo Plus small makeup kit for Women.
3) Shoes (to be used while working in the store; we do not provide shoes in the uniform policy).
Additionally, there will be 40 movie tickets and a wristwatch for the quarterly winner with 100% attendance throughout the quarter.
Regarding ideas, we found that gift vouchers from Big Bazaar or Sodexo are not very interesting as our people don't know how to use them. I would like to understand from seniors whether such ideas would motivate the staff to remain present. If you have more ideas, please share them with me.
Thank you.
From India, Mumbai
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2Greetings!
I am working on the formation of an attendance reward system for 100% attendance on a monthly basis. We are in the retail sector, and the staff working with us, sort of laborer class, has more issues related to absenteeism. Management has assigned a budget for the reward system, which is 5% of the turnover for the quarter. We have come up with non-monetary reward ideas:
1) Deo Plus shaving kit for Men (These ideas are derived to ensure grooming standards too).
2) Deo Plus small makeup kit for Women.
3) Shoes (to be used while working in the store; we do not provide shoes in the uniform policy).
Additionally, there will be 40 movie tickets and a wristwatch for the quarterly winner with 100% attendance throughout the quarter.
Regarding ideas, we found that gift vouchers from Big Bazaar or Sodexo are not very interesting as our people don't know how to use them. I would like to understand from seniors whether such ideas would motivate the staff to remain present. If you have more ideas, please share them with me.
Thank you.
From India, Mumbai
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Dear Milan,
I don't think the non-monetary rewards will work for the retail industry. Even monetary rewards will work only to some extent (a salesperson is quitting a job for a Rs. 500 or Rs. 1000 increase in salary).
Firstly, we have to understand the needs of the sales force. The age group will be between 18 - 25 years. He/she will be thinking of enjoying time with friends or family. Even though most people may have completed 10th or 12th grade, they also have the same feelings as others in the same age group.
In the retail industry, these individuals have to work on Sundays as well as on National Festival holidays. Moreover, employees are not given leave for personal needs or family functions. Even if an employee is entitled to 30 days of leave in a year, it is essential to ensure that these days are approved by the Department Manager or Store Manager.
Here, the sales staff is least bothered to inform the DM/SM regarding their leave. They do not even feel concerned if you mark an LOP for them.
In today's scenario, there will be absenteeism, which cannot be controlled 100%, but it can be managed with certain initiatives.
1. Identify the sales staff who take leave regularly, have a counseling session with or without DM/SM, and understand the problem. If the issue persists, consider terminating the employee.
2. On the employee's birthday, give him/her a movie ticket and allow them to leave half day.
3. Conduct a group discussion on various topics like absenteeism and integrity during a Saturday/Sunday meeting with the sales staff. Additionally, conduct a role play based on your company values.
4. Develop an incentive plan for each staff or department.
5. Conduct training programs on product knowledge, communication skills, and self-development.
6. Screen an inspirational or motivational movie on a slow sales day.
7. Organize outings or indoor games, fashion shows among employees, cultural events, etc.
If possible, consider providing a one-day salary as an attendance bonus if the employee comes to work for all 30/31 days.
Note: Every employee should feel they are learning something new every day. Unless you show care for them, they won't feel valued.
From India, Mumbai
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I don't think the non-monetary rewards will work for the retail industry. Even monetary rewards will work only to some extent (a salesperson is quitting a job for a Rs. 500 or Rs. 1000 increase in salary).
Firstly, we have to understand the needs of the sales force. The age group will be between 18 - 25 years. He/she will be thinking of enjoying time with friends or family. Even though most people may have completed 10th or 12th grade, they also have the same feelings as others in the same age group.
In the retail industry, these individuals have to work on Sundays as well as on National Festival holidays. Moreover, employees are not given leave for personal needs or family functions. Even if an employee is entitled to 30 days of leave in a year, it is essential to ensure that these days are approved by the Department Manager or Store Manager.
Here, the sales staff is least bothered to inform the DM/SM regarding their leave. They do not even feel concerned if you mark an LOP for them.
In today's scenario, there will be absenteeism, which cannot be controlled 100%, but it can be managed with certain initiatives.
1. Identify the sales staff who take leave regularly, have a counseling session with or without DM/SM, and understand the problem. If the issue persists, consider terminating the employee.
2. On the employee's birthday, give him/her a movie ticket and allow them to leave half day.
3. Conduct a group discussion on various topics like absenteeism and integrity during a Saturday/Sunday meeting with the sales staff. Additionally, conduct a role play based on your company values.
4. Develop an incentive plan for each staff or department.
5. Conduct training programs on product knowledge, communication skills, and self-development.
6. Screen an inspirational or motivational movie on a slow sales day.
7. Organize outings or indoor games, fashion shows among employees, cultural events, etc.
If possible, consider providing a one-day salary as an attendance bonus if the employee comes to work for all 30/31 days.
Note: Every employee should feel they are learning something new every day. Unless you show care for them, they won't feel valued.
From India, Mumbai
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For a labor class employee, a deo is a good gift for his brother-in-law on his birthday or some other occasion. Have you ever come across a laborer smelling of Old Spice anywhere in India? Have you ever seen a lady worker looking more like Kajol or Karishma and chopping vegetables in a mall? For that matter, how many bais who belong to a similar social structure come wearing mascara to our homes with eyebrows that look like the bridge over the river Kwai?
The rewards have to be something like 5kg of rice, or maybe a bag of sugar, or perhaps a liter of cooking oil, or even a combo pack worth Rs. 500 of different stuff. That makes more sense than giving deos to people who love their sweat more than Old Spice. Movie tickets are good though. They love watching their flicks with kids and wifey around.
Think!
From India, Mumbai
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The rewards have to be something like 5kg of rice, or maybe a bag of sugar, or perhaps a liter of cooking oil, or even a combo pack worth Rs. 500 of different stuff. That makes more sense than giving deos to people who love their sweat more than Old Spice. Movie tickets are good though. They love watching their flicks with kids and wifey around.
Think!
From India, Mumbai
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Dear friend, why do you want 100% attendance from staff? Say, due to his domestic compulsions, an employee has to take a day off. He is no longer in the running for a reward for the quarter. Do appreciate that at times, the employee's children, wife, or parents take priority over job requirements.
Can we ask ourselves if we maintain 100% attendance at our workplace? We do need and take a day (maximum break allowed) in a month. So, let it not be a compulsion to clock 100%. Give an award to the employee with the maximum attendance; it may vary from 85 to 99%. Keep a minimum of 85 or 90% as deemed suitable.
Blessings,
Dr. Ram
From India, Indore
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Can we ask ourselves if we maintain 100% attendance at our workplace? We do need and take a day (maximum break allowed) in a month. So, let it not be a compulsion to clock 100%. Give an award to the employee with the maximum attendance; it may vary from 85 to 99%. Keep a minimum of 85 or 90% as deemed suitable.
Blessings,
Dr. Ram
From India, Indore
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