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Dinesh DivekarDear friend,
If the latecomers are "chronic" and also "senior", then it speaks of your organisation's culture. Who has allowed to degrade this culture?
In fact, this problem could have been handled differently. You cannot issue memo to seniors. Nothing wrong per se however, before issue of memo, Managing Director (MD) could have called them to his office and told them that hereafter their misconduct cannot be condoned? Has it been done that?
Your question is "what i need to do to streamline this issue?" To streamline this issue, 1-2 times you need to take strict action against seniors. This will send a signal to one and all. Please note alike water, discipline also flows from top. It will take time, however, culture change is always time-taking process.
From India, Bangalore
9871103011Though late coming is a chronic problem in many companies.Since you have expressed your apprehension that even some senior officials are involved and what will happen if they don't amend their behavior.The time has changed now and it is more important to give emphasis on performance rather than mere to show their presence in time.This is the reason that many companies have allowed their employees to work from home.I have experienced similar situation while working in Government and I had to tell employees they wouldn't leave office till they finished their daily desk work.Late coming was relaxed for half an hour.
Member since August 2011
From India, Mumbai
snrajaryanI agree with what Mr. Dinesh Divekar has said. Take your MD or Plant Head or HR Head into loop.
Please tell me one thing, have you mentioned any impact of repetition in the letters issued. If yes, please stick to that.
"Improvement can only be seen by initiating disciplinary action."
My advise is please formulate a policy which talks about all the disciplinary measures and communicate that to all. Then start taking disciplinary actions.
From India, Hyderabad
SawaclayMr. Dinesh is right. Discipline flows from top to bottom. We are also facing similar problem. Regards, Vilas
From India, Ajmer
senvnI agree with Mr . Dinesh Divekar & Mr Raju .First formulate a Policy with the involvement of Senoir's , Plant Head or CEO and got it approved by MD or Board . Once formulated and communicated be strong in implementation otherwise no Value added for the Policy .
From India, New Delhi
I could suggest you to provide coaching individualy or by group of people to help them to anderstand the policy about it. After you have spent some time doing this, late comers are going to improve their behavior, changing their habits and everybody can see the right way you have used to deal with the situation. It is good to know that it is a just an symptom not the problem. This soft way could help you so much, but be persistent.
From Dominican Republic, Santo Domingo