Hi anyone can help me. i need to prepare a memo to one employee who has late because of personal reason, she must come to office at 7:30
From Saudi Arabia
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From Saudi Arabia
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Steps to Address Employee Punctuality Issues
Issuing a memo is not a big thing, but as a personnel/HR person, the main responsibility is retaining employees. Typical solutions include the following:
1. Discuss with the employee regarding her late arrivals.
2. Advise her to maintain punctuality, discuss any issues affecting her punctuality, and encourage her to address them.
3. If you are not satisfied with her improvement in punctuality, provide an oral warning stating that the company/organization will take action if improvements are not made.
Once these steps have been taken, consider sending a memo.
From India, Madras
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66Issuing a memo is not a big thing, but as a personnel/HR person, the main responsibility is retaining employees. Typical solutions include the following:
1. Discuss with the employee regarding her late arrivals.
2. Advise her to maintain punctuality, discuss any issues affecting her punctuality, and encourage her to address them.
3. If you are not satisfied with her improvement in punctuality, provide an oral warning stating that the company/organization will take action if improvements are not made.
Once these steps have been taken, consider sending a memo.
From India, Madras
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This is in addition to the process Ramachandran has outlined. The issuing of a memo to an employee is a fundamental task of HR. I recommend that you write it on your own and then upload it here. Some seniors, like me, will review and correct it. Don't worry, nobody will laugh at you if you make mistakes. Remember, if you do not attempt, you will never improve.
Ok...
Regards, DVD
From India, Bangalore
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Ok...
Regards, DVD
From India, Bangalore
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How many times has she repeated the same mistake? If she has repeated it, have you spoken to her (perhaps an oral warning can suffice) stating not to repeat the same in the near future? If she repeats the same mistake again, you can issue her a memo. If the repeated attempts exceed three, you may deduct ONE DAY CL or ONE DAY SALARY. Ensure that OPERATIONAL HR POLICIES are in PLACE.
Instead of being an ORTHODOX HR, let's opt for a more firm approach and educate our employees to understand that:
1) They have made a mistake and
2) They should hold themselves accountable before HRD takes appropriate ACTION.
If your employees fail to correct their behavior, there is no point in PUNISHING THEM as they will continue the same behavior. It is better to part ways with such employees before the organization starts incurring losses.
With profound regards
Regards
From India, Chennai
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Instead of being an ORTHODOX HR, let's opt for a more firm approach and educate our employees to understand that:
1) They have made a mistake and
2) They should hold themselves accountable before HRD takes appropriate ACTION.
If your employees fail to correct their behavior, there is no point in PUNISHING THEM as they will continue the same behavior. It is better to part ways with such employees before the organization starts incurring losses.
With profound regards
Regards
From India, Chennai
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Dear Rosie, Please ensure the following points while issuing a memo to the employee: 1. Issue / Concern details: 2. Measures taken to resolve: 3. Future course of action:
From India, Delhi
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From India, Delhi
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Guidelines for Addressing Employee Conduct
According to organizational perspectives, you must keep in mind the following points:
• A memo or warning letter should be issued when you realize that the employee's personal actions are against the organizational code of conduct. Although there are positive impacts of such steps, on the other hand, you may have to face tedium (boredom).
• As a good manager, you should take care of your employees. An autocratic approach in such conditions will be harmful to the organization.
• Table talk is a conventional style of resolving such inconsequential matters.
Regards,
Liaqat Ali Khan
From Pakistan
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According to organizational perspectives, you must keep in mind the following points:
• A memo or warning letter should be issued when you realize that the employee's personal actions are against the organizational code of conduct. Although there are positive impacts of such steps, on the other hand, you may have to face tedium (boredom).
• As a good manager, you should take care of your employees. An autocratic approach in such conditions will be harmful to the organization.
• Table talk is a conventional style of resolving such inconsequential matters.
Regards,
Liaqat Ali Khan
From Pakistan
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HR Manual (Employee Hand Book).doc