Dinesh Divekar
Business Mentor, Consultant And Trainer
Doondi Reddy
Works For A Pvt Ltd Company
Surendra.raj1
Mail.s3jobs@gmail.com
Tajsateesh
Recruitment/talent Acquisition, Career Counselling
Couvery
Consultant
Rajesh_kantubhukta
Human Resources
V.MUTHUKRISHNAN
As Above Freelance
+3 Others

Thread Started by #prachiborkar

Hi!
I am working for a manufacturing unit and we are facing a lot of problem because of workers absenteeism. We have used different methods to minimize this like giving attendance bonus, taking disciplinary action but still facing problem. So, if some other methods, if anybody can suggest?
regards,
Prachi.
1st August 2013 From India, Mumbai
Dear Ms.Prachi,
My Understanding about your problem,
Even after giving them Bonus, if they are not regular to work, then I don't think so they are FIT to an employee.
or
try to find their real Problem for going on leave regularly.
ex: travelling distance b/w off to work
1st August 2013 From India, Bangalore
Dear Prachi,
You can a orientation program with all workers.
We have also faced the same problem so we did some efforts and successfully reduse the rate of absentism :
1. Interact with individual labour, give him/her atleast 5 minutes time to hear his/her problems.
2. Design a Survey Format to know what workers think about his/her jobs and job resposibilities.
3. Talk with them in Lunch/Tea Hours so the production could not hampers.
4. Find the main drawbak and analyis. Report to Sr. Management. Prepare Training Programs for Workers.
Also see about your Compansation structure of workers (Wages + OT + Incentives),
you will surely find the solutions.
Thanks
Surendra Shekhawat
1st August 2013 From India, Jaipur
Dear Prachi,
Have you done analysis of the absenteeism? If yes, then on what parameters? Please check my following reply to the previous post:
https://www.citehr.com/448902-absent...ml#post2020155
Thanks,
Dinesh V Divekar
1st August 2013 From India, Bangalore
Assuming that you have undergone the required processes like mentioned above, the study, the interaction........ all i could suggest is if still the situation is not under control, and here bonus is also not an issue, just call for a meeting and strictly inform them that they need not continue their employment at the company if they are not interested, and the company is happy to recruit the new batch as soon as possible, and if the employees are not willing to submit their resignations company will not hesitate ti fire them based on the employee irregularities....... if at all if they are interested then company is not willing to look the list of absentees........ do not bee too rough be very strict..... and also make sure the point very subtle that the firing process is already being considered and list is being prepared.........
All the best..........
1st August 2013 From India, Bangalore
Dear All,
Thank you so much for all your inputs and insights. Atleast, now I am aware how to move forward. We have workers union, so what you have suggested BSSV, would be little difficult to do, but anyways we can always discuss and talk.
I will share my experience (result) once I implement it.
Regards, Prachi.
2nd August 2013 From India, Mumbai
Sometimes no technically sound solutions will work as there is always some exceptions to any rule. Only some out of the Box thinking can only work. Mine was one such. successful One.

This company was having some 25 workers and 7 staff. the general attendance was between 16/18 and 5. They have tried all sorts of incentives but in vain.

The study revealed 1. the age was not a reason to absent 2. the married ones were 80% 3. the travel distance was comparatively more in about 45%. 4. the educational status were more or less same and hence was not a reason. 5. The behavioural attitude was also not a major aspect.

7. The transport aspect was another factor to notice as sometimes it took more than 2 hrs to reach home. the incentives had not given any scope for change.

At this stage something struck me that only moral pressure can change their attitude. The best would be Family pressure.

I instructed to issue a Sweet pocket to each every day while leaving the work. when the GM asked me how this is going to change their attitude when better incentives could not. I did not reveal my belief to him but asked for 15 days time to the experiment.

I followed it up with some 5 honest workers without the knowledge of the GM. I requested them to just go to absentees' home if it is nearer and just inquire foir him if he is at home and just enqire the family how they enjoy the sweet everyday , This is called letting the cat out.

If he had given the sweet and inform them that coy is giving sweet everyday now. Automatically his wife , children or father mother will start waiting for the same and if he is taking one with him he will be questioned why he has not brought one. A sort of pressure from the family.

If the house is not nearer they will just use the phone.

The ultimate aim is to put him a pressure which will be from his people whom he loves. It really dramatically worked and in about 15 days the attendance showed an improvement to 10/12 and then in a months time it went up 4/6. but lowest was only 3 and not showed 0 at any time.

Then we changed it to school notebooks/ a sari if there is full attendance for 4 months of course with attendance bonus and full family outing within 100 km every year.

the result was stable from there on.

This is only a suggestion and worth trying. I do not give any guarantee please.

Muthukrishnan
4th August 2013 From India, Madras
Hello Prachi,
An EXCELLENT Out-of-Box thinking solution from Muthukrishnan.
More often, emotional and/or psychological pressure works better than money or positions--I have seen people responding more positively to such methods.
But Muthukrishnan--I am sure the giving-of-sweets daily WOULD have become a habit with the employees, which would have it's own backlash IF stopped? Did you continue the practice ever-since? If not, how did you handle the associated situations?
Rgds,
TS
5th August 2013 From India, Hyderabad
Major issues are faced by the employees include the pressure, this trick may work on the newly joined, post college period employees, and also one who's got bad habits like drinking, gambling as such.......

......."but if an employee's got the genuine issues which are resulting in absenteeism then I never support pressurizing such employees, because you must have to have concern about their health too both physical and mental!! you shall really and really need to be aware of the kind of situations or crisis a employee is undergoing, the sugar patients, BP, thyroids, infections are common among them which cause lot of both physical and mental imbalances, despite of affecting their moods and body strength, just imagine already pressurized diabetic or BP patients getting more dosages, no doubt sometimes it cause even death because you will never know what kind of family environment he is in!! it will be added up with financial, and many more.....

Just think of a female employee, one enquiry from a company like this may cause lots of problems based on assumptions of the family which are the results of enquiry!! how much ever subtle you are still most of the families do take more care and concern about their mothers/daughters/wives/sisters....... she will have to face the family in a very different way for a long time......

to brief it, almost everyone. may say 85 for 100 are facing lots of issues every day, in which 60% are in depression stages 1,2 or 3..... above that the SCHOOL COMPLAINTS....... I do not know!! He/she must save himself/herself atleast to smile once or twice a day........

No normal employee would be interested in spoiling the reputation by avoiding attending the company for twice a week or more, except they fall under work-thief category, ... they must be facing something, always better to give some time and then take interest in them and then taking actions against their behaviours if necessary.....

I SINCERELY REQUEST, if at all if anyone would wanna follow these kind of steps, please think of the consequences, and do some homework to know what exactly the employees are going through, and then decide whether it is a suitable solution or not.....

well......... Have a nice day.........
6th August 2013 From India, Bangalore
Hi Prachi,
Firstly, you need to manage the Organisation system in a proper mange and give the equally importance to every employee!!!!
Ask to every employee and solve their problem!!!
Motivate the employee if they done the work!!!
Organised some motivational activity so they can make their interest more in the organisation!!!
Dipal Shah
8th August 2013 From India, Vadodara
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.
8th August 2013 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?
8th August 2013 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


9th August 2013 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.
9th August 2013 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
10th August 2013 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
10th August 2013 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
11th August 2013 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.
11th August 2013 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
11th August 2013 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

11th August 2013 From India, Mumbai
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