Managing Creative Teams: How Do You Handle Discipline Without Stifling Talent?

Dear Seniors,

I work in an Advertising Agency. Since most people here are creative individuals, they can be challenging to manage. They often take leaves at the slightest pretext, are habitual latecomers, and when confronted about this behavior, they tend to claim that there is no pending work on their part. The reality is that if they are absent most of the time, it becomes difficult to assign them new projects. While they excel in their work, their lack of discipline remains a significant issue. Simply imposing a salary cut does not appear to be an effective solution. I seek your assistance in addressing this matter as it has now escalated into a significant concern.

Regards,
Manju

Dear Manju,

This is really a big problem that some employees, despite reminders, coercion, warnings, etc., do not seem to heed and fall in line with the discipline settings. It makes us feel that punctuality for them has no meaning and value.

I feel that in such cases, some harsh decisions must be taken, and even if terminating the services of such employees is required. This will at least deter the rest of the employees from making this a habit. I remember during my school days how the habitual latecomers were punished. Some change, others don't.

I would invite the opinion of my other friends and colleagues from the community.

Take care!

Debashis

Dear Manju,

I would recommend you not to take any serious actions like terminating or issuing any notice. Instead, I would suggest you provide them with a training session or help them understand the value of time, punctuality, discipline, and the organization's policies. Sit with your senior team members and discuss how to handle the situation. Create a friendly environment where people will not stay out during office hours. When people find nothing interesting inside the office, they tend to leave or arrive late. Implement such actions and hopefully, it may change the situation.

Regards,
Deva

Dear Manju,

If we really want to have control over the discipline factor, the first thing to do is to strengthen the administration. The second way is to associate the variable of discipline with performance management systems (PMS) and display it daily on the notice board. Next, identify disciplined employees and recognize them publicly. Try to implement Management by Objectives (MBO) within the organization to strengthen discipline by collecting information from employees only.

Thanks and regards,

Jayendra Chaturvedi

Dear Manju,

I would like to look at it from the employees' perspective. If they are capable of doing their work and completing it on time, why should we focus on their presence in the office?

I would suggest that you take this issue to your senior management team and make your organization's working hours flexible. Employees can even work from their homes (many organizations, especially those located in places like Bangalore, are practicing this as the travel time for their employees is very long).

However, create a policy that clearly states that employees must be reachable by phone and email during office hours and should inform their respective team manager/HR before working from home. Communicate to them that flexible working is not leisure time.

Establish a communication channel where your employees should physically or via phone, join mandatory meetings that may occur once a week to review ongoing activities.

Hold team managers accountable for implementing and reviewing this policy, reporting status to top management.

Note: For new hires, make it mandatory that they come to the office initially to get accustomed to the organization's culture.

Regards,

Sathiya

Dear Manju,

Your problem is habitual latecomers? But they are very good with their work? I think you cannot go straight away to punishment activities. As an HR person, you have to:

1. Arrange seminars, workshops, or training classes to improve employees' morale, punctuality, and discipline.
2. Talk with the concerned person and find out the real problem behind their lateness.
3. Give awards for regular attendance and punctuality.

I hope this helps with addressing the issue effectively.

Best regards.

Dear Friends,

I agree with all of you that punishment should not be the first criteria. But what to do when all those methods that you have suggested have failed to bring the errant employee back on track? Such a step can only be taken in extreme cases.

Please advise.

Debashis

Dear All,

Thanks for your replies. I will surely put your advice into practice and let you know how it worked, so that in the future, if anybody else is faced with the same issue, they will know what to do.

Regards,
Manju