Hello All,
I am struggling with a situation where some of my teammates are not following office timings. Please suggest a polite and professional way to address this issue. Additionally, some team members are misusing casual leaves without providing any reason.
Kindly provide guidance.
Thanks!
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I am struggling with a situation where some of my teammates are not following office timings. Please suggest a polite and professional way to address this issue. Additionally, some team members are misusing casual leaves without providing any reason.
Kindly provide guidance.
Thanks!
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Dear friend,
If there is less punctuality in your office, then it can be said it is a part of the culture of your company. Changing culture is always difficult. As a first step, you may issue a circular and express your concern about the lack of timeliness. At the same time, start monitoring the records of attendance. Those who are habitual offenders, call them and have a one-on-one session. Explain the importance of maintaining a culture of discipline. You will find that a few are still intractable. For them, for every three late comings, deduct half of their salary. Even after the deduction of salary, you will find a few are still stubborn. For them, continue with the salary deduction, and after deducting the salary 2-3 times, issue a show-cause notice as to why stern action will not be taken against them. Terminate 1-2 persons, and then it will send the right signal to one and all.
By the way, what is your designation? Before taking action, take leadership into confidence. If the leadership itself is lenient on office discipline, then it is better to allow things to go on as they are!
About Casual Leave: Assigning a reason for "casual" leave may not be mandatory. Casual leave is granted so that employees can meet unforeseen and immediate requirements. Secondly, as long as an employee avails of casual leave within the authorized number of days, then it should not be a problem.
Thanks,
Dinesh Divekar
From India, Bangalore
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8218If there is less punctuality in your office, then it can be said it is a part of the culture of your company. Changing culture is always difficult. As a first step, you may issue a circular and express your concern about the lack of timeliness. At the same time, start monitoring the records of attendance. Those who are habitual offenders, call them and have a one-on-one session. Explain the importance of maintaining a culture of discipline. You will find that a few are still intractable. For them, for every three late comings, deduct half of their salary. Even after the deduction of salary, you will find a few are still stubborn. For them, continue with the salary deduction, and after deducting the salary 2-3 times, issue a show-cause notice as to why stern action will not be taken against them. Terminate 1-2 persons, and then it will send the right signal to one and all.
By the way, what is your designation? Before taking action, take leadership into confidence. If the leadership itself is lenient on office discipline, then it is better to allow things to go on as they are!
About Casual Leave: Assigning a reason for "casual" leave may not be mandatory. Casual leave is granted so that employees can meet unforeseen and immediate requirements. Secondly, as long as an employee avails of casual leave within the authorized number of days, then it should not be a problem.
Thanks,
Dinesh Divekar
From India, Bangalore
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Good suggestion by Dinesh Divekar - One more focus point is to rope the Heads of the departments into the picture, failing which they throw all the responsibility onto the HR dept. Organize a meeting with the HODs, present the data and proposed course of action, and initiate.
I expect that you have the attendance record system; if manual, then ensure that after completion of the actual reporting time, everybody needs to write the actual time they reported in a register specifically placed for that purpose, and the Security needs to sign specifically at the end of the shift. Display a general notice with a minimum of one week's time and implement it. Habitual latecomers are to be punished. Once this comes into force, every employee will fall in line.
From India, Hyderabad
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I expect that you have the attendance record system; if manual, then ensure that after completion of the actual reporting time, everybody needs to write the actual time they reported in a register specifically placed for that purpose, and the Security needs to sign specifically at the end of the shift. Display a general notice with a minimum of one week's time and implement it. Habitual latecomers are to be punished. Once this comes into force, every employee will fall in line.
From India, Hyderabad
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Dear Friends,
I am working with an IT company. Can you help me with an issue I am facing? Many employees are arriving late despite numerous reminders. What actions can I take to address this situation effectively?
Thanks,
Neha Patel
From India, Ahmedabad
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I am working with an IT company. Can you help me with an issue I am facing? Many employees are arriving late despite numerous reminders. What actions can I take to address this situation effectively?
Thanks,
Neha Patel
From India, Ahmedabad
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You have not mentioned the system of recording attendance in your office. Let it be assumed that attendance is recorded in the register, and as a team leader, the custody of the register is with you. For a few days, just put a red dot against the name of a person who is coming late with respect to office timing, not as you perceive they are late. Do it uniformly for all employees of your team. Please also ensure you are coming on time before doing that. In a month's time, results may be visible.
From India, Delhi
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From India, Delhi
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