LESSON FROM THE REAL FIELD
I am associated with a hospital for last three month as Human Resources Professional and with a responsibility for smooth management of hospital and employees. The worst thing I identified here is housekeeping employees’ performance and attendance is very poor. They don’t take any interest in cleanliness of the hospital rather show interest in shifting of patient as they ask tips from their attendant. At time they show violent and vulgar behavior with other employees and attendant.
I identified the above mention issues; discuss with them and counsel them to improve but all in vain. Things didn’t change and finally I advise management to change those employees and hire new employees. As these are localities so we decided to hire from rural area and we made accommodation arrangement, brought utensils for cooking as they will cook food for themselves. Finally we hired employees with competitive pay they are made cleared about the job role but they left in two days without informing us.
So change management is very critical and ground level employees cannot be trusted as they are not career oriented and job hardly matter to them. The same I had implemented in previous company and I am identifying the reason behind this for not being successful this time.
LIKE TO KNOW VIEWS ON THE SAME ISSUE OR YOUR PAST EXPERIENCES
From India, Bhubaneswar
Acknowledge(0)
Amend(0)
149I am associated with a hospital for last three month as Human Resources Professional and with a responsibility for smooth management of hospital and employees. The worst thing I identified here is housekeeping employees’ performance and attendance is very poor. They don’t take any interest in cleanliness of the hospital rather show interest in shifting of patient as they ask tips from their attendant. At time they show violent and vulgar behavior with other employees and attendant.
I identified the above mention issues; discuss with them and counsel them to improve but all in vain. Things didn’t change and finally I advise management to change those employees and hire new employees. As these are localities so we decided to hire from rural area and we made accommodation arrangement, brought utensils for cooking as they will cook food for themselves. Finally we hired employees with competitive pay they are made cleared about the job role but they left in two days without informing us.
So change management is very critical and ground level employees cannot be trusted as they are not career oriented and job hardly matter to them. The same I had implemented in previous company and I am identifying the reason behind this for not being successful this time.
LIKE TO KNOW VIEWS ON THE SAME ISSUE OR YOUR PAST EXPERIENCES
From India, Bhubaneswar
Acknowledge(0)Amend(0)
Dear Abedeen,
I must appreciate you for writing the post quite clearly. I found the following positive things about your post:
a) You have written your post in the right sequence. Divided writing into paragraphs.
b) No unnecessary SMS or informal language.
c) You have first started with what the ground situation was, identified, or rather defined the problems. This is very important. Well done!
d) You took corrective action. Somehow it did not work. Then you took a second corrective action. It also did not work. Now you have come to this forum asking for more suggestions. This is how the behavior of any professional should be. I hope other junior members understand and follow you.
e) Your post is a refreshing one. Otherwise, this forum is replete with posts with half or quarter or minuscule information, improper grammar, etc. There was no "copy and paste" work. There was no attempt to push knowledge through someone's throat (or head). There was no attempt to educate others. You have understood the quintessence of HR forums.
Solution:
(a) Have you tried a referral program in your company? Tell existing employees, especially from housekeeping, to refer staff. If the newly joined staff work for more than six months without any problems, the employee who referred them may be given a referral allowance.
(b) Put a notice board outside your hospital about your manpower requirements. Put it in the local language too. After all, in Bangalore, I find that a prominent pizza-making company has put a huge banner outside their outlets, then why can't you put a simple whiteboard?
(c) Unethical as it may sound, but try pulling manpower from other hospitals. Since they know their job, there is no need for further training.
All the best!
Dinesh V Divekar
From India, Bangalore
Acknowledge(0)Amend(0)
I must appreciate you for writing the post quite clearly. I found the following positive things about your post:
a) You have written your post in the right sequence. Divided writing into paragraphs.
b) No unnecessary SMS or informal language.
c) You have first started with what the ground situation was, identified, or rather defined the problems. This is very important. Well done!
d) You took corrective action. Somehow it did not work. Then you took a second corrective action. It also did not work. Now you have come to this forum asking for more suggestions. This is how the behavior of any professional should be. I hope other junior members understand and follow you.
e) Your post is a refreshing one. Otherwise, this forum is replete with posts with half or quarter or minuscule information, improper grammar, etc. There was no "copy and paste" work. There was no attempt to push knowledge through someone's throat (or head). There was no attempt to educate others. You have understood the quintessence of HR forums.
Solution:
(a) Have you tried a referral program in your company? Tell existing employees, especially from housekeeping, to refer staff. If the newly joined staff work for more than six months without any problems, the employee who referred them may be given a referral allowance.
(b) Put a notice board outside your hospital about your manpower requirements. Put it in the local language too. After all, in Bangalore, I find that a prominent pizza-making company has put a huge banner outside their outlets, then why can't you put a simple whiteboard?
(c) Unethical as it may sound, but try pulling manpower from other hospitals. Since they know their job, there is no need for further training.
All the best!
Dinesh V Divekar
From India, Bangalore
Acknowledge(0)Amend(0)
Thanks Sir, for appreciating my post.
“Employee Referral Program” I completely missed this is very helpful but cannot be implemented in housekeeping department. We may try this in other departments.
“Job Opening Posts” I have tried this for various positions and it really works same not applicable for housekeeping employees. A typical situation you will find in this place is their parents work in government offices and they don’t want to earn.
“Hiring from other hospital” This I am planning to work as this may help us.
Once again I thank you for your valuable inputs.
From India, Bhubaneswar
Acknowledge(0)Amend(0)
“Employee Referral Program” I completely missed this is very helpful but cannot be implemented in housekeeping department. We may try this in other departments.
“Job Opening Posts” I have tried this for various positions and it really works same not applicable for housekeeping employees. A typical situation you will find in this place is their parents work in government offices and they don’t want to earn.
“Hiring from other hospital” This I am planning to work as this may help us.
Once again I thank you for your valuable inputs.
From India, Bhubaneswar
Acknowledge(0)Amend(0)
Shaikh,
All of the problems you have mentioned come from employees not feeling respected or valued by management. These negative feelings stem from what management does or does not do. There are three things management either does or does not do that are root causes - not listening to or responding correctly to the concerns of employees, issuing lots of orders as you have done in the form of directives, goals, targets, and the like in an attempt to control employees, and thirdly, not sharing information with employees, playing their cards close to their vest. All three of these contribute to low morale since no one likes being told what to do, and no one wants to be disrespected and undervalued.
Reverse these three actions, and employees will eventually become highly motivated, highly committed, and fully engaged, literally loving to come to work and striving to do their very best each day.
Best regards, Ben Simonton
Author of "Leading People to be Highly Motivated and Committed"
http://www.bensimonton.com
From United States, Tampa
Acknowledge(0)Amend(0)
All of the problems you have mentioned come from employees not feeling respected or valued by management. These negative feelings stem from what management does or does not do. There are three things management either does or does not do that are root causes - not listening to or responding correctly to the concerns of employees, issuing lots of orders as you have done in the form of directives, goals, targets, and the like in an attempt to control employees, and thirdly, not sharing information with employees, playing their cards close to their vest. All three of these contribute to low morale since no one likes being told what to do, and no one wants to be disrespected and undervalued.
Reverse these three actions, and employees will eventually become highly motivated, highly committed, and fully engaged, literally loving to come to work and striving to do their very best each day.
Best regards, Ben Simonton
Author of "Leading People to be Highly Motivated and Committed"
http://www.bensimonton.com
From United States, Tampa
Acknowledge(0)Amend(0)
I agree with you sir, but in my view this may not be applicable for unskilled worker.
For example last month one houseman slapped his supervisor inside time office because he asked him to put half day attendance as he has worked for half day. Most of them are violent in nature and under influence of alcohol, drugs or tobacco. They don’t even allow other to work in their place nor do they work.
From India, Bhubaneswar
Acknowledge(0)Amend(0)
For example last month one houseman slapped his supervisor inside time office because he asked him to put half day attendance as he has worked for half day. Most of them are violent in nature and under influence of alcohol, drugs or tobacco. They don’t even allow other to work in their place nor do they work.
From India, Bhubaneswar
Acknowledge(0)Amend(0)
Dear Abedeen,
Kindly think deeply about what Ben has written. It is obvious that the current malaise is rooted deep in history where the management did or did not handle things to address the situation before it became this serious.
Secondly, I would recommend revisiting the paradigm, "...this may not be applicable for unskilled workers." What Ben says is fundamental and universally applicable.
If the situation has escalated and immediate action is necessary, you may consider outsourcing the activity to a professional agency. If you cannot find such an agency, then consider assisting someone in creating one after consulting with your management.
Regards,
Sunil Chandra
Pentagon Impex International
Sunil Chandra - Pentagon Impex International - Home
Foresight Consulting - Home (Dubai)
From India, Calcutta
Acknowledge(0)Amend(0)
Kindly think deeply about what Ben has written. It is obvious that the current malaise is rooted deep in history where the management did or did not handle things to address the situation before it became this serious.
Secondly, I would recommend revisiting the paradigm, "...this may not be applicable for unskilled workers." What Ben says is fundamental and universally applicable.
If the situation has escalated and immediate action is necessary, you may consider outsourcing the activity to a professional agency. If you cannot find such an agency, then consider assisting someone in creating one after consulting with your management.
Regards,
Sunil Chandra
Pentagon Impex International
Sunil Chandra - Pentagon Impex International - Home
Foresight Consulting - Home (Dubai)
From India, Calcutta
Acknowledge(0)Amend(0)
In our hospital, we have outsourced them, and there are no issues with non-performers or absenteeism. You have to understand that the class of people we deal with is at that level, and their mindset cannot be changed. Leave them for better management through outsourcing.
From India, Bangalore
Acknowledge(0)Amend(0)
From India, Bangalore
Acknowledge(0)Amend(0)
Shaikh, There are exceptions to every rule and exceptions often need termination. I wish you well. Best regards, Ben
From United States, Tampa
Acknowledge(0)Amend(0)
From United States, Tampa
Acknowledge(0)Amend(0)
Dear Abedeen,
We faced similar problems at the ground level staff, and the thing that really worked was the Attendance Incentive Scheme.
The scheme works as follows:
1 - 15 days - 0.5 to 1 day leave - Eligible for incentive
1 - 15 days - > 1 day - Not eligible for incentive for the first half of the month.
1 - 15 days - 1 to 2 days - If they do not avail leave during the second half of the month, they are eligible for the incentive.
16 - 30 or 31 days - 0.5 to 1 day leave - Eligible for incentive
16 - 30 or 31 days - > 1 day - Not eligible for incentive for the second half of the month.
16 - 30 or 31 days - 1 to 2 days - If they have not availed leave during the first half of the month, they are eligible for the incentive.
The incentive scheme can be framed attractively as found in the enclosed Excel sheet. You will observe in the Excel sheet that for those employees who are irregular in attendance, the incentive starts off from Rs. 100/- once they become ineligible. The incentive scheme will probably address your irregular attendance issue.
Moreover, you can bifurcate the areas in your workplace among the housekeeping staff and award gifts to the housekeeping employee who has maintained his allocated area extremely well. A checklist can be used to conduct the audits to arrive at the best housekeeping area. The audits have to be done in the presence of the respective housekeeping staff and have to be transparent; any lapses have to be pointed out to the housekeeping staff.
You can even consider honoring the housekeeping staff who has won the gift in a formally convened monthly meeting wherein all employees participate. You can also publish a photograph of the best housekeeping staff on your hospital's notice board and at prominent locations where all patients/attendants can see it. The Best Workplace Maintenance Award will probably address your performance issues.
These techniques could motivate your employees to do better. We have tasted success, and I trust you will also benefit from it.
M.V. Kannan
From India, Madras
Acknowledge(0)Amend(0)
We faced similar problems at the ground level staff, and the thing that really worked was the Attendance Incentive Scheme.
The scheme works as follows:
1 - 15 days - 0.5 to 1 day leave - Eligible for incentive
1 - 15 days - > 1 day - Not eligible for incentive for the first half of the month.
1 - 15 days - 1 to 2 days - If they do not avail leave during the second half of the month, they are eligible for the incentive.
16 - 30 or 31 days - 0.5 to 1 day leave - Eligible for incentive
16 - 30 or 31 days - > 1 day - Not eligible for incentive for the second half of the month.
16 - 30 or 31 days - 1 to 2 days - If they have not availed leave during the first half of the month, they are eligible for the incentive.
The incentive scheme can be framed attractively as found in the enclosed Excel sheet. You will observe in the Excel sheet that for those employees who are irregular in attendance, the incentive starts off from Rs. 100/- once they become ineligible. The incentive scheme will probably address your irregular attendance issue.
Moreover, you can bifurcate the areas in your workplace among the housekeeping staff and award gifts to the housekeeping employee who has maintained his allocated area extremely well. A checklist can be used to conduct the audits to arrive at the best housekeeping area. The audits have to be done in the presence of the respective housekeeping staff and have to be transparent; any lapses have to be pointed out to the housekeeping staff.
You can even consider honoring the housekeeping staff who has won the gift in a formally convened monthly meeting wherein all employees participate. You can also publish a photograph of the best housekeeping staff on your hospital's notice board and at prominent locations where all patients/attendants can see it. The Best Workplace Maintenance Award will probably address your performance issues.
These techniques could motivate your employees to do better. We have tasted success, and I trust you will also benefit from it.
M.V. Kannan
From India, Madras
Acknowledge(0)Amend(0)
Hello All,
Thanks all for your valuable input and suggestion
Dear Murthy,
Last year hospital has outsourced but only for 4 month as faced the same issue like attendance problem even after outsourcing. We are again planning to outsource if this proposal fails.
Dear Kannan,
Incentive and recognition will definitely work as we have already started from this month. Checklist will help us to identify the area.
The major concerns are the attitude problem of majority of housemen and are prone to violence. They don’t even participate for hospital development nor listen to their supervisors.
I am confident to find a way to this issue and will definitely taste the success.
From India, Bhubaneswar
Acknowledge(0)Amend(0)
Thanks all for your valuable input and suggestion
Dear Murthy,
Last year hospital has outsourced but only for 4 month as faced the same issue like attendance problem even after outsourcing. We are again planning to outsource if this proposal fails.
Dear Kannan,
Incentive and recognition will definitely work as we have already started from this month. Checklist will help us to identify the area.
The major concerns are the attitude problem of majority of housemen and are prone to violence. They don’t even participate for hospital development nor listen to their supervisors.
I am confident to find a way to this issue and will definitely taste the success.
From India, Bhubaneswar
Acknowledge(0)Amend(0)Engage with peers to discuss and resolve work and business challenges collaboratively - share and document your knowledge. Our AI-powered platform, features real-time fact-checking, peer reviews, and an extensive historical knowledge base. - Join & Be Part Of Our Community.
A Lesson for Every Salaried Employee.doc
Personality Development - HR Lesson.pps