Facing Internal Disputes and Labor Absenteeism? Seeking Effective Strategies to Tackle These Challenges

Dear sir,

I am facing many problems with IR issues, i.e., internal disputes, labor absenteeism, etc. Could you please suggest which strategy I should apply?

Thanks.

Dear Ganesh,

You have posted this at 12 midnight, and I understand the stress and tension you are undergoing. But if you have a problem, you must first define the problem to get a remedy. Here you are saying, "I have so many problems. Can anyone help?" Please be specific as to what exactly you want from this forum. No one can come and sit there and solve your problems, but we can give you ideas based on what we have done in such situations. Probably, you can take a clue from there.

Is your problem only about absenteeism? Then answer the following:
1. What is the strength category-wise?
2. How many days of paid leave do you give?
3. What is the absenteeism percentage?
4. When you give the absenteeism percentage, provide it for unauthorized leave.
5. What is the average age?
6. Male/female ratio?
7. Any absenteeism analysis done month-wise and category-wise?

I can go on, but this is an example of how one should go about the analysis. Fix the problem and then start acting.

Siva

Dear Ganesh,

Absenteeism is the bane of the Indian industry. It poses a big challenge to HR personnel. If not tackled, it can be a big headache. First and foremost, find the main causes of absenteeism, whether it is because of family-related issues, personal illness, religious reasons, stressful job, or simply one's careless attitude or mentality. Once this is identified, go about tackling the issues in the best way possible.

Another way to reduce absenteeism is to reward employees with both monetary and non-monetary benefits for 100% attendance and, when required, provide counseling facilities to help overcome problems leading to absenteeism. Additionally, train employees to do their jobs correctly so that they enjoy their work and encourage them to be involved in decision-making, thereby empowering them and making them feel important, needed, and valued. This approach should hopefully work.

Good luck.

Regards,
RGS.

Ganesh,

Each and every problem that we face in our respective factories or offices has a genesis. We need to delve deeper into an issue and understand what is bothering our people.

The best approach is not to assume anything, simply ask and find out.

Don't be judgmental and prescriptive about the issues at hand.

Don't decide what is right or wrong; simply try to understand others' viewpoints.

Every problem that you see is indicative of how your organization or management is handling the situation.

Problems are simply reflections of how we are managing our people function.

First, understand people, create trust between you and them, be sincere and genuine, and go and ask for help from the same people who are creating problems. They are the best people to resolve the issue for you, but you need to create that kind of trust with your actual behavior on the floor.

If you find it's beyond you, get help from people who have managed these situations all their lives. I am sure you would get the help.

I wish you all the best.

Regards,

Sateesh Chandra