Few employees always come late to the office, even after their salary is deducted or after receiving a warning letter. They are very experienced in the sales department and contribute positively to the organization. However, rules are rules. How can I handle them? Please suggest a solution.
From Nepal, Kathmandu
Acknowledge(0)
Amend(0)
From Nepal, Kathmandu
Acknowledge(0)Amend(0)
Employees are, of course, an asset to our organization. These individuals are in the marketing department and contribute significantly to the firm's business. However, it is essential to adhere to the organization's policies, including mandatory salary deductions. It is possible that they are arriving late due to working late as well. I suggest discussing this issue with your seniors or the head of the PA department to find a solution.
Thank you.
From India, Mumbai
Acknowledge(0)Amend(0)
Thank you.
From India, Mumbai
Acknowledge(0)Amend(0)
The Importance of Punctuality for Sales Teams
How important is it for sales professionals to come into the office on time every day? As HR professionals, we need to look at things from a business point of view and flex our rules to suit what's best for the company and for the employees. Good salespeople mean generating revenue for the company, meeting targets, and ensuring the company functions smoothly. These individuals might be visiting the market late in the evening and even working from home since, in sales, there are no fixed timings!
Can you thus put them on a 'flexi' time schedule? Let them know what needs to be done from the office, and as long as that is being done seamlessly, there is no need to worry about their timing. If push comes to shove and the company cannot be flexible with them, start the day with something interesting for a few weeks—something that entices them to be there on time, rather than punishing them (since it did not work anyway)!
From United Arab Emirates, Dubai
Acknowledge(0)Amend(0)
1How important is it for sales professionals to come into the office on time every day? As HR professionals, we need to look at things from a business point of view and flex our rules to suit what's best for the company and for the employees. Good salespeople mean generating revenue for the company, meeting targets, and ensuring the company functions smoothly. These individuals might be visiting the market late in the evening and even working from home since, in sales, there are no fixed timings!
Can you thus put them on a 'flexi' time schedule? Let them know what needs to be done from the office, and as long as that is being done seamlessly, there is no need to worry about their timing. If push comes to shove and the company cannot be flexible with them, start the day with something interesting for a few weeks—something that entices them to be there on time, rather than punishing them (since it did not work anyway)!
From United Arab Emirates, Dubai
Acknowledge(0)Amend(0)
Dear Neemkala,
Rohit exactly said what I am going to say. When the question of deduction against late coming occurs, they will raise the issue of late working/sitting.
Please obtain authorization from your plant head.
Sunil
From India, Pune
Acknowledge(0)Amend(0)
Rohit exactly said what I am going to say. When the question of deduction against late coming occurs, they will raise the issue of late working/sitting.
Please obtain authorization from your plant head.
Sunil
From India, Pune
Acknowledge(0)Amend(0)
Hi Neemkala! We are advancing into a world where employees are considered value creators and not just "Human Resources." It's important to understand that the more we try to control, the more resistance there will be. In a situation where companies are looking at flexible times to accommodate employees' need for freedom, penalizing them for coming in late seems very juvenile!
It is clear that these individuals are proficient at their work and are contributing to the organization's revenue. It's time to set aside rigid rules to cater to employees' needs. Companies are now focusing more on their employees than ever before because they have realized the costs incurred from losing these performance-driven individuals. Freedom matters, especially in fields like Marketing. Penalizing high-performing employees for arriving late would undermine their morale, leading them to seek opportunities elsewhere in a more conducive working culture.
So, just relax! It's time for your company to shift its perspective on handling your "Key Assets." Treat them with respect, which includes respecting their work, capabilities, and individuality. You will see far-reaching results.
Good Luck!
Regards, Priyanka
From India, Manipal
Acknowledge(0)Amend(0)
It is clear that these individuals are proficient at their work and are contributing to the organization's revenue. It's time to set aside rigid rules to cater to employees' needs. Companies are now focusing more on their employees than ever before because they have realized the costs incurred from losing these performance-driven individuals. Freedom matters, especially in fields like Marketing. Penalizing high-performing employees for arriving late would undermine their morale, leading them to seek opportunities elsewhere in a more conducive working culture.
So, just relax! It's time for your company to shift its perspective on handling your "Key Assets." Treat them with respect, which includes respecting their work, capabilities, and individuality. You will see far-reaching results.
Good Luck!
Regards, Priyanka
From India, Manipal
Acknowledge(0)Amend(0)
Another thing that can be done is the HR giving a flower to any employee who is coming late. The latecomer is supposed to keep the flower for the entire day. This custom might cause some embarrassment to the employee and prompt them to arrive at the office on time. This idea has been tested and proven to work. Give it a try.
From India, Indore
Acknowledge(0)Amend(0)
From India, Indore
Acknowledge(0)Amend(0)
Hi Neemkala, I Accept whatever Rohit said. Because, any problem can be solvable only with a good conversation and its understanding mutually. Thanks, Vikna Prakash.S
From India, Madras
Acknowledge(0)Amend(0)
From India, Madras
Acknowledge(0)Amend(0)
You always try to behave professionally. You tell them it is the office rule and it cannot be changed for anyone, including yourself. You must be honest in your work and ignore those things. If you concentrate on your work, they will automatically know that HR is really strict about all these things. After that, they will come on time.
From India, Kalyan
Acknowledge(0)Amend(0)
From India, Kalyan
Acknowledge(0)Amend(0)
I do not agree with what you are suggesting as I myself am a part of sales and marketing. The kind of work that we all go through the entire day, be it hot scorching summers, bone-chilling winters, or, for that matter, the drenching rains, we are expected to be out in the market to meet clients and generate revenue. I understand that it's important for people to come on time to the office, as those working in the office often take wrong cues to follow without understanding the job profile of a salesperson. In my organization, believe me, the culture is so good that we are never questioned (obviously until the time we perform). Further, in our office, nobody is allowed to sit beyond 7 pm unless special permission is sought.
From India, Bhopal
Acknowledge(0)Amend(0)
From India, Bhopal
Acknowledge(0)Amend(0)
I agree that company policies are very important. However, remember that policies are designed to bring professionalism, decency, and also to motivate employees to work out of their desire (if so). As you mentioned, the employees who are coming late are performing well, and the company is making profits. When someone is performing exceptionally well, they should be given certain exceptions, like an open secret. Criticizing them too often for coming late may irritate them and lead them to leave the company, especially when they are already good performers.
Flexibility in Company Policies
It is important to maintain boundaries, but even limits have their limits. Policies should be flexible and not rigid.
From India, Hyderabad
Acknowledge(0)Amend(0)
Flexibility in Company Policies
It is important to maintain boundaries, but even limits have their limits. Policies should be flexible and not rigid.
From India, Hyderabad
Acknowledge(0)Amend(0)
hi, can you delay their salaries for the number of days they are coming late. Eg. if they are coming late for 5 days they will get salary 5 days after the salary day. hope this will be of some help
From India, Mumbai
Acknowledge(0)Amend(0)
From India, Mumbai
Acknowledge(0)Amend(0)
Few employees always come late to the office, even after deducting their salary or issuing a warning letter. They are very experienced in the sales department and contribute positively to the organization. However, rules are rules. How can I handle them? Please suggest.
If their job is not dependent on the hours they are in the office, consider removing the requirement for them to be there at a specific time and find other ways to motivate them, such as focusing on their end results. If they are in roles that require them to be present at a certain time, you will need to follow through with the consequences outlined in your warning letter, but do so only once. Failing to do so may lead to a loss of respect. Good luck!
From United States, New York
Acknowledge(0)Amend(0)
If their job is not dependent on the hours they are in the office, consider removing the requirement for them to be there at a specific time and find other ways to motivate them, such as focusing on their end results. If they are in roles that require them to be present at a certain time, you will need to follow through with the consequences outlined in your warning letter, but do so only once. Failing to do so may lead to a loss of respect. Good luck!
From United States, New York
Acknowledge(0)Amend(0)
Try to understand the fact that an HR person is only for support functions. It is the sales guys who are bringing income to the company, so act accordingly. It doesn't mean that they can come late. But instead of deduction and all, first of all, interact with them, ask them why it is happening because the sales guys are the most important people and not you.
From India, Ernakulam
Acknowledge(0)Amend(0)
From India, Ernakulam
Acknowledge(0)Amend(0)
Many have put forth their views on your problem, as well as the possible solutions. As long as the results are being shown, late-coming shouldn't matter. However, this flexibility shouldn't be taken for granted, which may actually happen if you don't sit down with the full team, discuss, and try to understand the possible reasons. Be prepared for some pleasant surprises during the chat.
In a way, it could also be a learning process for you as an HR professional. After all, we all learn throughout our lives, don't we? Every story always has another side. Get to know their part of the story and then, if necessary, formalize the aspect of late-coming with other ground rules that could be different from those for the rest of the company. When the new rules are in place, inform them to follow. Usually, anyone who is part of the solution will hesitate to bypass it. After all, it's humans who make the rules, not the other way around. So the rules need to streamline the function rather than hinder.
Regards,
TS
From India, Hyderabad
Acknowledge(0)Amend(0)
In a way, it could also be a learning process for you as an HR professional. After all, we all learn throughout our lives, don't we? Every story always has another side. Get to know their part of the story and then, if necessary, formalize the aspect of late-coming with other ground rules that could be different from those for the rest of the company. When the new rules are in place, inform them to follow. Usually, anyone who is part of the solution will hesitate to bypass it. After all, it's humans who make the rules, not the other way around. So the rules need to streamline the function rather than hinder.
Regards,
TS
From India, Hyderabad
Acknowledge(0)Amend(0)
Hi,
In my office, even the top management is not in favor of deducting pay for latecoming. They mention that it's very challenging to reach the office from a long distance, as many employees commute from far away and often get stuck in traffic jams.
Kindly provide your feedback on this matter.
Thank you.
From India, Mumbai
Acknowledge(0)Amend(0)
In my office, even the top management is not in favor of deducting pay for latecoming. They mention that it's very challenging to reach the office from a long distance, as many employees commute from far away and often get stuck in traffic jams.
Kindly provide your feedback on this matter.
Thank you.
From India, Mumbai
Acknowledge(0)Amend(0)
Dear Team, I suggest asking them to be convinced, as they are not ready to come early. This means having one exercise every week and setting a percentage for those who arrive late. For them, they should give a seminar, presentation, or engage in any discussion they desire each week without fail. Once you initiate this, you will see results.
Regards, Swapna
From India, Bangalore
Acknowledge(0)Amend(0)
Regards, Swapna
From India, Bangalore
Acknowledge(0)Amend(0)
Hi, Dear,
You guys are absolutely right. If we do not take action against latecomers, others will follow them, and you will not have any answers for them. In our company, if you do not take action against a latecomer, the very next day, other employees intentionally come late.
From India, Bhubaneswar
Acknowledge(0)Amend(0)
You guys are absolutely right. If we do not take action against latecomers, others will follow them, and you will not have any answers for them. In our company, if you do not take action against a latecomer, the very next day, other employees intentionally come late.
From India, Bhubaneswar
Acknowledge(0)Amend(0)
Put yourself in others' shoes. Understand the positive side - that they are good at marketing - admire their abilities, and try to make them realize their importance for the organization. Constant counseling will yield good results.
From India, Jharsuguda
Acknowledge(0)Amend(0)
From India, Jharsuguda
Acknowledge(0)Amend(0)
Implementing an Attendance Approval System
My name is Prabha, and I work as an admin cum HR in an MNC company for the south region. I have encountered this issue multiple times in my office. Finally, I have decided to implement an attendance approval system for all on-roll and off-roll employees. Our office start time is 9:30 am. From 9:30 to 10:30, it is considered late arrival (LOP). After 10:30, it is marked as absent. This approach helps to emphasize the importance of punctuality and shows that the HR department is strict about attendance.
At the end of each month, I send an email to late arrivals, requesting them to provide a valid reason for their tardiness along with their manager's approval. In this email, they are required to specify the number of days they were late, reasons for being late, and their whereabouts. This process helps us to maintain clarity and evidence regarding late arrivals. Additionally, I communicate with all department heads to ensure genuine approvals are given. This demonstrates our commitment to enforcing attendance rules.
Please note that we are a team dedicated to supporting our company's employees who generate revenue for our organization. While we uphold attendance policies firmly, we also acknowledge the importance of flexibility when necessary.
Thank you.
Regards,
Prabha
From India, Madras
Acknowledge(0)Amend(0)
My name is Prabha, and I work as an admin cum HR in an MNC company for the south region. I have encountered this issue multiple times in my office. Finally, I have decided to implement an attendance approval system for all on-roll and off-roll employees. Our office start time is 9:30 am. From 9:30 to 10:30, it is considered late arrival (LOP). After 10:30, it is marked as absent. This approach helps to emphasize the importance of punctuality and shows that the HR department is strict about attendance.
At the end of each month, I send an email to late arrivals, requesting them to provide a valid reason for their tardiness along with their manager's approval. In this email, they are required to specify the number of days they were late, reasons for being late, and their whereabouts. This process helps us to maintain clarity and evidence regarding late arrivals. Additionally, I communicate with all department heads to ensure genuine approvals are given. This demonstrates our commitment to enforcing attendance rules.
Please note that we are a team dedicated to supporting our company's employees who generate revenue for our organization. While we uphold attendance policies firmly, we also acknowledge the importance of flexibility when necessary.
Thank you.
Regards,
Prabha
From India, Madras
Acknowledge(0)Amend(0)
I have read all your valuable comments and want to give my inputs to the query. First of all, there should not be a hue and cry over the issue as it is already mentioned that the latecomers are good sales personnel. I guess we should be more optimistic and explore the possibility of amending the rules to changing times. Personally, I wouldn't mind them coming late to the office as they are bringing in good sales (revenue and profits). As long as performance is not affected, it should not be a problem. But if this habit of coming late is affecting their performance, then we should give it serious thought.
I would suggest you just tell them casually that they need to be on time. It should not sound like a warning, as this might affect their performance. Moreover, they are fulfilling the criteria of why we hired them, as they are able to deliver positive results. On a more practical note, what more do we need? Ultimately, they are an asset to the company, and we cannot afford to lose such valuable people. I hope this might give you a better idea.
Thanks and Regards,
Manaf Siddiqui
Fresher from I.I.P.M (Hyderabad)
From India, Hyderabad
Acknowledge(1)Amend(0)
I would suggest you just tell them casually that they need to be on time. It should not sound like a warning, as this might affect their performance. Moreover, they are fulfilling the criteria of why we hired them, as they are able to deliver positive results. On a more practical note, what more do we need? Ultimately, they are an asset to the company, and we cannot afford to lose such valuable people. I hope this might give you a better idea.
Thanks and Regards,
Manaf Siddiqui
Fresher from I.I.P.M (Hyderabad)
From India, Hyderabad
Acknowledge(1)Amend(0)
It's really essential to project flexible HR rules for motivational techniques to handle these regular problems. Yet, you need to engage in one-on-one interaction and try to understand the reasons behind it, rather than being harsh with them. Such behavior is common these days, and it's hard to deal with until you identify the root cause.
Good luck.
Regards,
Divya
From Nepal
Acknowledge(0)Amend(0)
Good luck.
Regards,
Divya
From Nepal
Acknowledge(0)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
LATE COMING.doc