Struggling with Late Arrivals at Our Ad Agency: How Can We Set Up Effective HR Practices?

Hi, I'm working for an ad agency where people always come late, and there is no proper time-based work in place. I have tried many things like deductions of salary and warning letters, but there has been no outcome. Can anyone please let me know how to overcome this?

Setting Up an HR Department

I would also appreciate it if anybody could help me in setting up an HR department in my organization as there was nothing before.

Thanks,
Deepa
HR Department

This is Piyal. Being an HR person, you should try to overcome all these challenges very creatively. Try initiating a new program in the morning session, such as a meeting of the entire team together. During this meeting, discuss your daily tasks, take suggestions from your colleagues on what else they expect from the organization, and how they feel they can contribute to expanding the business. By taking their suggestions, they will feel that they are not just employees but a very important part of the organizational structure. You can find solutions within yourself. Believe me.

All the best,
Piyal

Dear Deepa,

First of all, please tell me about your concern, whether it is a small or private limited company. Only then can we act accordingly.

Thank you.

Hi,

This should be addressed to your immediate supervisor and management first. Get them involved in correcting the staff.

Gireesh

Managing Late Nights in Ad Agencies

If it is ad-agency people working late nights as well, right? According to my view, rather than assigning work based on a fixed time period, allocate work on a daily or per-project basis. If the workload is heavy, they may want to come in early or complete tasks ahead of schedule. Provide a bonus or recognition to those who finish their work faster than the stipulated time. This will lead to timely completion of tasks, ensuring their satisfaction with what they receive. If they need to take time off, allow it but encourage them to finish tomorrow's work today.

However, it is crucial to manage this carefully, avoiding both leniency and harsh punishment since they are important assets of the company.

Regards,
Venu
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Hi Deepa, this is Kiran, working as a resources executive in a software company. I think you need to ask them to meet in the morning for a meeting before starting the day to discuss what they will be doing throughout the day. This way, they will be more aware of the activities planned. I believe this can be facilitated with the help of their team lead.

If there has been no HR department, then gain acceptance first. After gaining acceptance, you will not find it difficult to frame rules. Moreover, ad agencies are known for employees working late, so why do you want to impose time restrictions on them? Just give them guidelines, e.g.:

1. The minimum working hours is ----
2. Maximum break time is ---- minutes
3. Missing a presentation will cost you ----
and so on...

Concentrate on productivity rather than rules that they do not want to be bound by. Remember, they are adults and not school-going kids. Motivation comes from within; you cannot impose it. All the best....

HR should be formed to facilitate employees, not to impose rules and regulations on them.

Regards,
Leena

I was bad (and still am, to a certain extent) in time management, and I used to show up at work late almost every day. This continued despite memos and salary cuts. I found that this was a problem that was more than just 'bad time management,' and I really needed to discipline myself to get to work on time.

But I'm curious to know why there is no proper time-based work in place? At our company, we have an option of flexi-time work hours for certain employees who work late due to project urgency or other constraints.

In today's scenario, I believe nothing works with force or pressure, especially in the media world. You should concentrate on the end result, meaning whether it is affecting output or, even if they are late, whether they are completing their assigned tasks on time or as per schedule. Try working on the flexible work timings being adopted by many companies.

Regards,
Ravi Banka
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Hello Deepa,

If you have only warned them about the deduction of salary and still if you find no change in them, I think you should put your words into practice. At least by doing so, they might realize that you can act upon your words.

Regards,
Archana A

You should set targets so that a certain amount of work is completed within a fixed time frame. Try to gain their confidence and help them understand that HR is there for their benefit. Once they understand this, they will start following your guidance.

Setting Up an HR Department

To set up an HR Department, start by creating different sections such as Recruitment, Employee Engagement, Payroll, etc.

Hope you achieve more productivity from your employees.

Regards,
Gauri

If you say you are running an HR department of an ad agency, things should be clear to you that you are looking at some of the most imaginative and brilliant brains in the industry. As an ad man myself with over three decades of hard-earned experience, let me tell you that the standardized and routine HR practices won't work in an agency environment. You will have to be doubly imaginative, entertaining, and yet results-oriented in your approach towards designing your initiatives.

Lastly, it's not something that you can get across on such sites because even I would not go into lengthy discussions here but rather in person, which alone would be effective. So, hire someone from the industry to do the job and set an equally imaginative pattern to all things you do in the office.

Cheers!

Regards,
Vishhwaas
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