Hi All,
First of all, I would like to give my sincere thanks to all respected members on this portal for sharing such meaningful information.
Query: I want to ask one query on a collaborative basis. We, as HR professionals, deal with numerous things on a daily basis. One of the most common problems is the "reporting time of employees." Our company operates in the IT sector.
Currently, we are facing issues with employees arriving late. We have tried to address this problem by discussing their issues and providing grace periods, but unfortunately, they are still not punctual. This lack of discipline is also observed among senior employees. As an HR professional, I believe it is crucial for seniors to set an example by arriving on time so that their team members follow suit. Punctuality is a key characteristic of effective leadership.
I kindly request you to read through my message and share your valuable insights. Thank you.
From India, Delhi
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13First of all, I would like to give my sincere thanks to all respected members on this portal for sharing such meaningful information.
Query: I want to ask one query on a collaborative basis. We, as HR professionals, deal with numerous things on a daily basis. One of the most common problems is the "reporting time of employees." Our company operates in the IT sector.
Currently, we are facing issues with employees arriving late. We have tried to address this problem by discussing their issues and providing grace periods, but unfortunately, they are still not punctual. This lack of discipline is also observed among senior employees. As an HR professional, I believe it is crucial for seniors to set an example by arriving on time so that their team members follow suit. Punctuality is a key characteristic of effective leadership.
I kindly request you to read through my message and share your valuable insights. Thank you.
From India, Delhi
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Dear Swati,
In your post, you have expressed the challenge of unpunctuality and its cause. If the seniors are not coming for duty on time, then why would the juniors come? Juniors simply follow the seniors.
In fact, the problem does not solely lie with senior managers. It is the leadership that is responsible for creating a culture of lateness. This culture is now deeply embedded in your company. Therefore, the vice that has spread extensively is not easy to eradicate. You may not have the authority to rectify the situation. Hence, consider it as a fait accompli of this job and continue with it as long as you are in this company.
Thanks,
Dinesh Divekar
From India, Bangalore
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In your post, you have expressed the challenge of unpunctuality and its cause. If the seniors are not coming for duty on time, then why would the juniors come? Juniors simply follow the seniors.
In fact, the problem does not solely lie with senior managers. It is the leadership that is responsible for creating a culture of lateness. This culture is now deeply embedded in your company. Therefore, the vice that has spread extensively is not easy to eradicate. You may not have the authority to rectify the situation. Hence, consider it as a fait accompli of this job and continue with it as long as you are in this company.
Thanks,
Dinesh Divekar
From India, Bangalore
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Hi,
It is a shame that seniors report late to your workplace. Instead, they should set a good example of office norms. I suggest you take the senior-most director into confidence and draft a circular to be communicated to all team members regarding office timings. In the circular, you should clearly mention the punishment for reaching the office late. Hope my contribution helps.
Thanks and Regards,
Akash Sharma
From India, Delhi
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It is a shame that seniors report late to your workplace. Instead, they should set a good example of office norms. I suggest you take the senior-most director into confidence and draft a circular to be communicated to all team members regarding office timings. In the circular, you should clearly mention the punishment for reaching the office late. Hope my contribution helps.
Thanks and Regards,
Akash Sharma
From India, Delhi
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Dear Colleague,
To look at the late-coming of employees as due only to leadership or lack of it is, to some extent, applying balm on the hand when your head is aching. We must approach it from a much broader perspective and find a solution by examining the results expected from the employees at the end of the day. The rules/policies should facilitate employee performance to achieve the final results expected of them, rather than focusing solely on lateness from a narrow discipline angle caused by leadership behavior alone.
To create a win-win situation for both employees and management, consider adopting a flexible timing policy that requires employees to work for eight hours and produce the expected/defined quantity and quality of work. When a top-down culture is built and sustained around this, the occasions for disciplining will be very few and far between. It is not disputed that punctuality should be enforced, but the emphasis should be on creating an enabling environment for it to manifest rather than solely pursuing it with a hammer and nail.
Regards,
Vinayak Nagarkar
HR Consultant
From India, Mumbai
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To look at the late-coming of employees as due only to leadership or lack of it is, to some extent, applying balm on the hand when your head is aching. We must approach it from a much broader perspective and find a solution by examining the results expected from the employees at the end of the day. The rules/policies should facilitate employee performance to achieve the final results expected of them, rather than focusing solely on lateness from a narrow discipline angle caused by leadership behavior alone.
To create a win-win situation for both employees and management, consider adopting a flexible timing policy that requires employees to work for eight hours and produce the expected/defined quantity and quality of work. When a top-down culture is built and sustained around this, the occasions for disciplining will be very few and far between. It is not disputed that punctuality should be enforced, but the emphasis should be on creating an enabling environment for it to manifest rather than solely pursuing it with a hammer and nail.
Regards,
Vinayak Nagarkar
HR Consultant
From India, Mumbai
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Hi Swati,
Appreciate your initiative.
From a community perspective, participants can only share views of individual beliefs and numerous assumptions. Some opinions may work out for you, and a few may not.
My recommendation is to begin a step-by-step process:
1. Problem identified by HR: Late coming by employees
2. Identify assumptions: Some of the common assumptions in the problem area are affecting overall discipline, productivity loss, quality is not met, customers are suffering, the team is suffering, management is unhappy, and revenue loss.
3. Validation: Before confirming the problem, I suggest validating the assumptions. All the assumptions mentioned above are possible implications of late coming by employees. However, some organizations follow flexi-time where employees come late, go early, and work from home. For validation, your observation matters, data collection and analysis, feedback from department heads/team leads/management (preferably the CEO to understand whether the late coming of employees is affecting revenue generation, productivity, quality, and customer service).
4. Identify the 'why' portion of the problem: If you can validate a few of your assumptions, then go ahead with root-cause analysis and find out why employees are coming late.
5. Solution: Once you are ready with a validated problem and reasons for the behavior causing the problem, start exploring solutions.
From India, Bangalore
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Appreciate your initiative.
From a community perspective, participants can only share views of individual beliefs and numerous assumptions. Some opinions may work out for you, and a few may not.
My recommendation is to begin a step-by-step process:
1. Problem identified by HR: Late coming by employees
2. Identify assumptions: Some of the common assumptions in the problem area are affecting overall discipline, productivity loss, quality is not met, customers are suffering, the team is suffering, management is unhappy, and revenue loss.
3. Validation: Before confirming the problem, I suggest validating the assumptions. All the assumptions mentioned above are possible implications of late coming by employees. However, some organizations follow flexi-time where employees come late, go early, and work from home. For validation, your observation matters, data collection and analysis, feedback from department heads/team leads/management (preferably the CEO to understand whether the late coming of employees is affecting revenue generation, productivity, quality, and customer service).
4. Identify the 'why' portion of the problem: If you can validate a few of your assumptions, then go ahead with root-cause analysis and find out why employees are coming late.
5. Solution: Once you are ready with a validated problem and reasons for the behavior causing the problem, start exploring solutions.
From India, Bangalore
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Hi, In our company they made it very strict and started deducting the salary for late comers. Now there is tremendous change and employees are coming on time. Thanks
From India, Bengaluru
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From India, Bengaluru
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Dear Ms. Swati,
You may prepare a late-coming policy and get it approved by the management. Subsequently, address a circular about the late-coming policy to all employees.
Please mention that if an employee attends the office beyond the grace period, their salary will be deducted based on discussions with the management.
For instance, if the grace period is 10 minutes:
- From 11 minutes to 30 minutes: deduct one hour of salary.
- From 31 minutes up to one hour: deduct 2 hours of salary.
- Beyond one hour: deduct half a day's leave from their leave credits.
Thank you.
From India, Hyderabad
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You may prepare a late-coming policy and get it approved by the management. Subsequently, address a circular about the late-coming policy to all employees.
Please mention that if an employee attends the office beyond the grace period, their salary will be deducted based on discussions with the management.
For instance, if the grace period is 10 minutes:
- From 11 minutes to 30 minutes: deduct one hour of salary.
- From 31 minutes up to one hour: deduct 2 hours of salary.
- Beyond one hour: deduct half a day's leave from their leave credits.
Thank you.
From India, Hyderabad
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Hi all,
I could suggest here that late coming issues be addressed through a performance review plan. You may include this in the people development area, aiming for a change in behavior towards punctuality in the workplace.
For example:
- Good attendance: 3 instances of late arrival in a month
- Excellent attendance: 0 late arrivals in a month
By the end of the year, you can evaluate this and it will surely impact the overall performance for the year.
Hope this could be helpful.
From Malaysia, Johor Bahru
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I could suggest here that late coming issues be addressed through a performance review plan. You may include this in the people development area, aiming for a change in behavior towards punctuality in the workplace.
For example:
- Good attendance: 3 instances of late arrival in a month
- Excellent attendance: 0 late arrivals in a month
By the end of the year, you can evaluate this and it will surely impact the overall performance for the year.
Hope this could be helpful.
From Malaysia, Johor Bahru
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Hi Swati,
While I understand your concern about latecoming, I was wondering if you have ever analyzed their clock-out time from the previous day. You mentioned that your company is in the IT sector. My assumption is that being in IT, based on the clients' geographical zones, teams may need to stretch and work. If this is the case, you can't insist on them being present on time for the next day as per the commencement of shift hours. Alternatively, you could consider recruiting more members based on projects and have them work in shifts.
I hope this helps. Let me know if you need further clarification.
Best regards, [Your Name]
From India, Madras
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While I understand your concern about latecoming, I was wondering if you have ever analyzed their clock-out time from the previous day. You mentioned that your company is in the IT sector. My assumption is that being in IT, based on the clients' geographical zones, teams may need to stretch and work. If this is the case, you can't insist on them being present on time for the next day as per the commencement of shift hours. Alternatively, you could consider recruiting more members based on projects and have them work in shifts.
I hope this helps. Let me know if you need further clarification.
Best regards, [Your Name]
From India, Madras
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