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I would say, first check your leave policy and see do you offer enough leaves to the employees if not then make some changes to it.
Also, if the leaves are informed then good but for uninformed leaves multiple times you should take strict action like initial warning and if done again then go for termination for such employees.

From India, Lucknow
Hi, even I am curious about the solution for the question raised by Mr. TS. So how did you handle the associated situations later?
From India, Bangalore
While admiring Muthu krishnan for his success, I have my own apprehensions that such a sweet experiment may leave a bitter taste in employer's mouth after some time for the folowing reasons.

1)As Tajsateesh pointed out, once it is stopped after they become regular, the employees may think that they were gaining when they were absenting and loosing when they are regular and likely to go back to their old behaviour.

2)It sends a wrong signal to other employees who are regular and and punctual and the damage will be more if a regular and delinquent employee are neighbours or live in close neighbour hood, because thier families and their children share the information when they meet in the evening for play and chit-chat .The children of the regular employee may think that the father of their friends does not go to office and yet brings sweets to them in the evening and our father goes to office regularly but brings only bitter goud (Karela) to be a side dish for the meal in the evening.

3) It amounts to pampering a child going errands with a chocolette who gets habituated to this practice to bargain for himself more for listening to his parents.

However Iam not to discourage any one to experiment with his ideas.

In my view, the better and long lasting solutions to a nagging problem like absenteeism will be :

1) Be careful at the time of recruitment. Look not only for job fit but also look for culture and ethical fit

of the employees.

2) Try to engage employees in their work beacuse a disengaged employee may resort to a negative behaviour as is this.

3) Try to know the reasons for their absenteesim as some learned members suggested and take steps to accomodate the problem of the employees withi the frame work of company;s policies.

Hope this helps

B.Saikumar


From India, Mumbai
Dear All, Thank you once again. It seems the individuals needs to be treated differently and a need to understand their reasons for this particular behaviour.
From India, Mumbai
Hi,
First of all if you do one - o - one with everyone and get feedback about situation and policy. Does it really match with their needs. Some how you have to manage it as per company. Educate them about difference between company and home. Also make them feel home at Work.
If you do some family gathering in company that everyone feel good and famaily also feel comfert about employee work. It will help family and employee to co- relate with their relation with company.
Also check employee's genuine needs and make it fullfil. It will make them loyal.
Team bounding is also helpful in this.
Hope this will help!
Regards,
Ram

From India, Delhi
Dear ,
In my knowledge absenteesim is a major chronic problem in any manufacturing industries. why because without sufficient manpower we cannot able to run the plant.
There are two types of measures to reduce the absenteeism.
1) Conduct Disciplinary Action.
2). Providing Incentives whether it is monetary or non monetary.
we should take disciplinary actions against absent prone workmen issuing memos,showcauses and charge-sheets as under Company certified standing orders. this is one kind of method to reduce absenteeism.Second one is we have to give incentives to employees who are attend the duty without loss of pays and organise get together parties with employees families.
so better to opt second option to reduce the absenteeism and create good atmosphere in company.
Thanks,
Rajesh Kantubhukta
Human Resources

From India, Kakinada
hello Mr.tajsateesh,
If you go thro again you will find that the daily process to weekly, monthly and yearly once of course after three months. The entire excercise was only to create a moral pressure and to show that the coy is interested in tyhe family welfare also, provided he or she ( fortunately no female employee in this coy) behaves well. A sort of showing a token appreciation for his participation in coy's well being and to narrow the proximity. Once participation and recognition comes other things become redundant and nobody bothers about freebees.
Five years now, I have twice gone to them. Once for team building and human relationship tyraining two years before. The owner was certainly happy and said he also have changed his views about the employees . The coy was running smooth.
muthukrishnan

From India, Madras
Dear Mr. B.Saikumar
Employees attitude and aproach differ from region to region. I have seen the result to the betterment of the employees and the coy after three years and hence satisfied that with this and with some proper channelisation employees are motivated to behave.
As a Law Advisor, I trust, that you will agree that Rules and Regulations arer mainly meant for breakers of human beahaviour. They come to protect the victims always and act against the violators. Hence their existance come into effect whenever there is a violation from either side.
Generally as HR people we are mostly trained to look the positive aspects, of course with an eye on the rules and regulations. In my experience most of the problems get solved by honoring one's self esteem and giving some recognition.
Of course I agrr your views cannot not be brushed aside with some section of people from both employees as well as employers.
Thanks for your views expressed.
muthukrishnan.

From India, Madras
Dear Couvery,
Trust you will excuse me for not having addressed you as Mr or Mrs, Ms since I could not guess. I am 72and a Technical and HR consultant
I sincerely could not agee with your views, because .
1. Hire and Firfe days have gone with high awareness with the labour force.
2. It is highly difficult to get a worker now a days and further it is highly difficult to treain and maintain one ( Mostly due to govt's freebees everywhere).
3.Still life time employment holds its flavour while monkey jumps do not help both employee and employer.
4. The present legal system will neither aloow you to die nor to live.
Leadership and Partnership Management through Theory Z alone can get you result now a days.
and lot more are there to speak against TERMINATION.
Muthukrishnan

From India, Madras
Dear Shri Muthu krishnan
Thanks for your response. I cannot discount any effort to motivate an employee to discard his negative behaviour and in your case, you succeeded in your effort and that's why I congratulated you on your success. Mine was only an apprehension whether this strategy works with every one.I too concur with your view that the employer should adopt constructive means like counselling, motivation and dialogue with the delinquent employees to wean them away from thier negative behaviour but not resort to disciplinary action as a first option. Thanks once again for sharing your views.
B.Saikumar
HR & Labour Law advisor

From India, Mumbai

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