Thanks for your input.
I fully agree that such is indeed, the case.
'Late coming' is a serious problem for some companies, especially where the purpose has nothing to do with the operational requirements; but simply for the ego-satisfaction of some or to make discrimination on the grounds of "disciplined" and "non-disciplined" employees.
Moreover, in companies where the boss sits late; and thus all other employees are forced to do 'late-sitting' for no reason other than that the seniors have still not left; the employees too find ways to compensate for their unwilling bondage.
There are many more factors that come into play. Why in some top companies, where employee engagement gets top priority; its a joy for the the employees to rush in for the day ?
Where late--coming is a problem; Is there any worthwhile work that the employees are required to do, immediately on reporting ?
It is possible to make work life more engaging; but through creative, purposeful and resourceful manner; rather than just employing a firm hand and a stick.
Warm regards.
From India, Delhi
1426I fully agree that such is indeed, the case.
'Late coming' is a serious problem for some companies, especially where the purpose has nothing to do with the operational requirements; but simply for the ego-satisfaction of some or to make discrimination on the grounds of "disciplined" and "non-disciplined" employees.
Moreover, in companies where the boss sits late; and thus all other employees are forced to do 'late-sitting' for no reason other than that the seniors have still not left; the employees too find ways to compensate for their unwilling bondage.
There are many more factors that come into play. Why in some top companies, where employee engagement gets top priority; its a joy for the the employees to rush in for the day ?
Where late--coming is a problem; Is there any worthwhile work that the employees are required to do, immediately on reporting ?
It is possible to make work life more engaging; but through creative, purposeful and resourceful manner; rather than just employing a firm hand and a stick.
Warm regards.
From India, Delhi
You must have heard about 90/10 principle. Just apply this for late comers and you will find 10% of your staff members contributing 90% of your late coming instances and we will spending all out time and effort to tacle these 10%. Have rules as suggested by members here. Frame rules suitable for your organisation.Analyse people who are coming and if your analyis indicate 10% of the people are contributing 90% of instances, then tackle these employees by counselling, advising, warning etc. But if your analysis indicate a larger percentage of people are in the habit of coming late say 30 to 40 percentage, then look at causes and address those causes rather than focusing on individuals.
From India, Chennai
From India, Chennai
Dear All,
I think the best way to deal with late commers and those who really doesnt care for attendance is :"Link up the attendance to performance apprisals by giving some weightage(5% or 10% weightage)". Automatically the problem of late coming/absenteesm will come under your contriol and people feel responsible in coming on time and not taking too many uncessary leaves also.
Regards,
Aditya Iduri
From India, Mumbai
I think the best way to deal with late commers and those who really doesnt care for attendance is :"Link up the attendance to performance apprisals by giving some weightage(5% or 10% weightage)". Automatically the problem of late coming/absenteesm will come under your contriol and people feel responsible in coming on time and not taking too many uncessary leaves also.
Regards,
Aditya Iduri
From India, Mumbai
Hello Sir,
It is indeed a practice in many organizations where they track such records - attendance (the in and out time, absenteeism, etc) and also the timely submission of the projects.
Surely this would make them realize that attendance is now seriously taken and if you come on time, you shall get due credit for as we are allocating a certain percent of weightage in the appraisal process. This may help us reduce the late coming in, but does this motivate the people to come on time???
Would like to explain my point with an example -
Suppose the late-coming habit is like a weed, every day it just grows (either the number of people walking in late increases or the time frame to walk in late increases).
Now, the means like introducing rewards or aligning the attendance records to appraisal, is just the time-to-time gardening we do - a cut on the weed. While we all know that it would be back the next time, and we would have to use our scissors again. One fine day, the blades of scissors are not very sharp and we can't cut this plant any more. (People will get bored of those rewards or start taking it for granted or would have many other reasons or rather disturbances to allow them to side track their on-time coming habit.) You'd bring in a new scissor (a new reward program) and the cycle goes on,
Instead, what we should do is find the root of this weed and uproot it so that it would never grow back (considerably for a longer period it won't bother us.)
I believe instead of curbing the late coming practice, why not find methods to motivate and engage our people so much that they look forward to come to our place.
Just to give a personal example -
In my internship period with a renowned firm, I was so motivated and engaged by the firm, I used to be the 1st person every single day (no matter what) to reach the office. And it was not a next-door thing, it took me atleast 2 hours tp reach the place. The office time was 10-6 and I used to be there at 9 latest.
Engagement and Motivational Stuffs they used???
They trusted their employees and never micro managed.
Once in a quarter meeting with HR so that they can share their concern which should be brought attention to the department.
Special female meeting where all the female staff meet the HR (again only females) and share particular concerns if they have.
That was into R&D and hence it was very normal for engineers to wait back (both males and females). Although the office didn't had a transport or a pick-drop service, it ensured that if someone waits back, they book a car/cab and put the expense on the company.
They actually showed they care.
Canteen facility which had good quality food.
Employee engagement survey was conducted and anonymity was maintained. The results were share with the whole staff and solutions taken from them to increase their engagement/
Exceptional retention strategies like giving around 35-38 leaves p.a which can all be carried forward till 100 days leave and anything above can be encashed.
My current organization cannot do so because of its scalability and it being a private firm. But do you care to show your care is all that matters at the end of the day.
If we always remind ourselves that our colleagues as well are humans, and we should treat them the way we would like others to treat us, perhaps we would be able to gel well with them and make the best of them.
[I am not that experienced into industry and perhaps my views may be more theoretical than practical. Kindly correct me if I am wrong.]
From India, Mumbai
It is indeed a practice in many organizations where they track such records - attendance (the in and out time, absenteeism, etc) and also the timely submission of the projects.
Surely this would make them realize that attendance is now seriously taken and if you come on time, you shall get due credit for as we are allocating a certain percent of weightage in the appraisal process. This may help us reduce the late coming in, but does this motivate the people to come on time???
Would like to explain my point with an example -
Suppose the late-coming habit is like a weed, every day it just grows (either the number of people walking in late increases or the time frame to walk in late increases).
Now, the means like introducing rewards or aligning the attendance records to appraisal, is just the time-to-time gardening we do - a cut on the weed. While we all know that it would be back the next time, and we would have to use our scissors again. One fine day, the blades of scissors are not very sharp and we can't cut this plant any more. (People will get bored of those rewards or start taking it for granted or would have many other reasons or rather disturbances to allow them to side track their on-time coming habit.) You'd bring in a new scissor (a new reward program) and the cycle goes on,
Instead, what we should do is find the root of this weed and uproot it so that it would never grow back (considerably for a longer period it won't bother us.)
I believe instead of curbing the late coming practice, why not find methods to motivate and engage our people so much that they look forward to come to our place.
Just to give a personal example -
In my internship period with a renowned firm, I was so motivated and engaged by the firm, I used to be the 1st person every single day (no matter what) to reach the office. And it was not a next-door thing, it took me atleast 2 hours tp reach the place. The office time was 10-6 and I used to be there at 9 latest.
Engagement and Motivational Stuffs they used???
They trusted their employees and never micro managed.
Once in a quarter meeting with HR so that they can share their concern which should be brought attention to the department.
Special female meeting where all the female staff meet the HR (again only females) and share particular concerns if they have.
That was into R&D and hence it was very normal for engineers to wait back (both males and females). Although the office didn't had a transport or a pick-drop service, it ensured that if someone waits back, they book a car/cab and put the expense on the company.
They actually showed they care.
Canteen facility which had good quality food.
Employee engagement survey was conducted and anonymity was maintained. The results were share with the whole staff and solutions taken from them to increase their engagement/
Exceptional retention strategies like giving around 35-38 leaves p.a which can all be carried forward till 100 days leave and anything above can be encashed.
My current organization cannot do so because of its scalability and it being a private firm. But do you care to show your care is all that matters at the end of the day.
If we always remind ourselves that our colleagues as well are humans, and we should treat them the way we would like others to treat us, perhaps we would be able to gel well with them and make the best of them.
[I am not that experienced into industry and perhaps my views may be more theoretical than practical. Kindly correct me if I am wrong.]
From India, Mumbai
Hi good day to one and all
I feel if you can install a Bio-metric Time and Attendance Machine, employees will be punctual and lot of discipline will be there in an organisation.
In our organisation, we have informed the staff that if you are coming half an hour to 60 minutes for 3-4 days, it will be considered as half day leave.
Regards
Kusum
From India, Chennai
I feel if you can install a Bio-metric Time and Attendance Machine, employees will be punctual and lot of discipline will be there in an organisation.
In our organisation, we have informed the staff that if you are coming half an hour to 60 minutes for 3-4 days, it will be considered as half day leave.
Regards
Kusum
From India, Chennai
Please implement the Biometric Attendance system in your office. Whenever the employees enters they will have to register their attendance (IN & Out Time) . Use the data for preparing the Salary shest. Obviously you will get the correct data. You can declare 100% attendance bonus, early in and late out incentive.
From India, Kumbakonam
From India, Kumbakonam
A few more suggestions apart from what has been well said so far:
1. How far the management is really concerned with late coming ? Is is late coming phehomoneon a irritation only for you, or the management also shares your view ?
2. How important is the 100% on time arrival of employees on their desk / factory critical to your business ?what could be the consequence to the business, if say 1 person from each deptt has reported late in a day in terms of loss of business, revnue loss, etc.? If the loss is very great, than mgmt intervention is merited otherwise we should follow Pareto principle i.e. to attack much more serious issues than breaking our heads over issues like late coming.
3. Considering your business & if the mgmt thinks that time keeping is anyways very critical to your company, than why can't the company provide bus facility to employees', so that every body comes on time & leaves on time ?
4. I do not agree with grace period concept, whereever it is practiced; In our great country, grace period become a Right & habitual & a time comes when people start asking for increasing the grace period from say 10 min to 15 min & so on !!
I follow a simple trick in my own deptt. I have 10 people working under me & i have informed them that anybody coming late will have to give reason for coming late in the daily meeting we conduct. I have seen that due to the prospect of humiliation of giving some excuse every time for coming late in front of other 9 colleagues, every body comes at time !!
From India, Mumbai
1. How far the management is really concerned with late coming ? Is is late coming phehomoneon a irritation only for you, or the management also shares your view ?
2. How important is the 100% on time arrival of employees on their desk / factory critical to your business ?what could be the consequence to the business, if say 1 person from each deptt has reported late in a day in terms of loss of business, revnue loss, etc.? If the loss is very great, than mgmt intervention is merited otherwise we should follow Pareto principle i.e. to attack much more serious issues than breaking our heads over issues like late coming.
3. Considering your business & if the mgmt thinks that time keeping is anyways very critical to your company, than why can't the company provide bus facility to employees', so that every body comes on time & leaves on time ?
4. I do not agree with grace period concept, whereever it is practiced; In our great country, grace period become a Right & habitual & a time comes when people start asking for increasing the grace period from say 10 min to 15 min & so on !!
I follow a simple trick in my own deptt. I have 10 people working under me & i have informed them that anybody coming late will have to give reason for coming late in the daily meeting we conduct. I have seen that due to the prospect of humiliation of giving some excuse every time for coming late in front of other 9 colleagues, every body comes at time !!
From India, Mumbai
Change your system so that employees can record their attendance on entering office premises only, unless u have telecommuting facility..
From India, Mumbai
From India, Mumbai
Hi,
Late coming to work is problem everywhere. Problem here is that those who are genuinely late are sometimes suffers for few who purposely come late.
Again late at work also depends on the industry.
Now a days it's become a trend to sit late evenings by staff don\t know whether this is absolute necessary or not. What makes employee sit late at night and what are they going to achieve whereas the entire day was available for work.
Employee come late because they sat for work a previous day very late. Whatever the reason may be. you can implement a standard guidelines whether your organisation allows flexi timings and ask employee to complete the assignment or task within the time frame or employee have to come on time
Maybe a penalised be made for example if 3 late marks then half a day cut and so on depending on discussion and approval from management.
I don\t see here point on shouting or policing them or giving them justification as this can always be manupulated.
From India, Mumbai
Late coming to work is problem everywhere. Problem here is that those who are genuinely late are sometimes suffers for few who purposely come late.
Again late at work also depends on the industry.
Now a days it's become a trend to sit late evenings by staff don\t know whether this is absolute necessary or not. What makes employee sit late at night and what are they going to achieve whereas the entire day was available for work.
Employee come late because they sat for work a previous day very late. Whatever the reason may be. you can implement a standard guidelines whether your organisation allows flexi timings and ask employee to complete the assignment or task within the time frame or employee have to come on time
Maybe a penalised be made for example if 3 late marks then half a day cut and so on depending on discussion and approval from management.
I don\t see here point on shouting or policing them or giving them justification as this can always be manupulated.
From India, Mumbai
hi,
i just have a small suggestion, I am a student and during one of the seminars held the speaker gave this solution.
He faced the same problem of his employees coming in late, so one day he placed a money collection box with the title of charity on it. any employee coming in late by 5 mins would have to put 10 rupees in that box, which would go for a nobel cause. initially people would put in money accordingly, i.e 20 rupees if they were 10 minutes late. but eventually the late coming reduced since the money was going out of the pockets of the employees.
regards,
Dolly
From India, Mumbai
i just have a small suggestion, I am a student and during one of the seminars held the speaker gave this solution.
He faced the same problem of his employees coming in late, so one day he placed a money collection box with the title of charity on it. any employee coming in late by 5 mins would have to put 10 rupees in that box, which would go for a nobel cause. initially people would put in money accordingly, i.e 20 rupees if they were 10 minutes late. but eventually the late coming reduced since the money was going out of the pockets of the employees.
regards,
Dolly
From India, Mumbai
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