Dear All,
In my organization, there are very few (10) female operators who are working alongside all male operators in the first shift. It is observed that daily at lunchtime when staff employees, and before the end of the shift for more than 1/2 hr., these females go to the changing room for chitchatting, sleeping, making phone calls, and doing handicraft work. Nobody from HR can enter the changing room for a surprise visit because all the rest of the employees are male, and the female toilet is attached to the changing room. Hence, we cannot question her for not being at her workplace.
Please suggest measures on how to tackle this problem.
Narendra
From India, Mumbai
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28In my organization, there are very few (10) female operators who are working alongside all male operators in the first shift. It is observed that daily at lunchtime when staff employees, and before the end of the shift for more than 1/2 hr., these females go to the changing room for chitchatting, sleeping, making phone calls, and doing handicraft work. Nobody from HR can enter the changing room for a surprise visit because all the rest of the employees are male, and the female toilet is attached to the changing room. Hence, we cannot question her for not being at her workplace.
Please suggest measures on how to tackle this problem.
Narendra
From India, Mumbai
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Hi Narendra,
You can file a written complaint against your female staff with HR or lodge a verbal complaint against them. You can also request a female HR representative to visit the changing room at the same time as the staff members in question to potentially catch them in the act. It may be beneficial to discuss the issue with their direct supervisor or HR for the best course of action.
Regards,
Preeti
From India, Mumbai
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You can file a written complaint against your female staff with HR or lodge a verbal complaint against them. You can also request a female HR representative to visit the changing room at the same time as the staff members in question to potentially catch them in the act. It may be beneficial to discuss the issue with their direct supervisor or HR for the best course of action.
Regards,
Preeti
From India, Mumbai
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Dear Preeti,
Thank you for your reply. I am from HR, and we have already tried all the ways suggested by you. I have one female assistant, and we have instructed her to use the shop floor female toilet, but this approach has not been effective.
Our management values good industrial relations (IR), which is why, to date, I have refrained from taking any drastic actions against them. It is challenging to take action since they claim they need to use the toilet for emergency natural calls.
I am uncertain about how to solve this problem in a respectful manner. Please provide your suggestions.
Thanks again.
Narendra
From India, Mumbai
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Thank you for your reply. I am from HR, and we have already tried all the ways suggested by you. I have one female assistant, and we have instructed her to use the shop floor female toilet, but this approach has not been effective.
Our management values good industrial relations (IR), which is why, to date, I have refrained from taking any drastic actions against them. It is challenging to take action since they claim they need to use the toilet for emergency natural calls.
I am uncertain about how to solve this problem in a respectful manner. Please provide your suggestions.
Thanks again.
Narendra
From India, Mumbai
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You go to their place of work at the same time when they go to the restroom every day or alternate day and stand beside or near their seat until the time is over. Don't say anything to them, just stand. You will find that in the next 2 or 3 days, they won't go to the change room for chit-chat.
From India, Indore
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From India, Indore
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Dear Naendra,
Your problem is common to all in most factory setups. In fact, you could have elaborated on the type of industry, nature of work of these female employees, etc. Have you tried devising "Measures of Performance"? Assign each employee their measures of performance per day, week, or month. Each employee must complete a certain amount of work within a specified timeframe. This method works effectively.
During my time in HR, there were instances where I didn't even have time to take lunch. This may have also occurred in your case.
By clearly defining measures of performance, you can grade employees as "Satisfactory," "Good," "Very Good," and "Excellent." Gradually phase out "Satisfactory" employees, providing sufficient notice, to send a clear message to all employees. Subsequently, begin to phase out "Good" employees as well. Ultimately, aim to have only "Excellent" employees on your team with no exceptions.
Ok...
Dinesh V Divekar
From India, Bangalore
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Your problem is common to all in most factory setups. In fact, you could have elaborated on the type of industry, nature of work of these female employees, etc. Have you tried devising "Measures of Performance"? Assign each employee their measures of performance per day, week, or month. Each employee must complete a certain amount of work within a specified timeframe. This method works effectively.
During my time in HR, there were instances where I didn't even have time to take lunch. This may have also occurred in your case.
By clearly defining measures of performance, you can grade employees as "Satisfactory," "Good," "Very Good," and "Excellent." Gradually phase out "Satisfactory" employees, providing sufficient notice, to send a clear message to all employees. Subsequently, begin to phase out "Good" employees as well. Ultimately, aim to have only "Excellent" employees on your team with no exceptions.
Ok...
Dinesh V Divekar
From India, Bangalore
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Hi,
I go with Dinesh. The best way to handle this situation is by increasing the workload or measuring the performance scientifically. Ensure that you don't end up in gender bias issues while you do this. Keep the management informed of what you do. Check with the management whether you can provide incentives to employees based on productivity. Consider a special incentive drive for a specific period to motivate them to work a little more while inside the factory.
If your approach is positive, your management will appreciate it for sure.
Regards
From India, Coimbatore
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I go with Dinesh. The best way to handle this situation is by increasing the workload or measuring the performance scientifically. Ensure that you don't end up in gender bias issues while you do this. Keep the management informed of what you do. Check with the management whether you can provide incentives to employees based on productivity. Consider a special incentive drive for a specific period to motivate them to work a little more while inside the factory.
If your approach is positive, your management will appreciate it for sure.
Regards
From India, Coimbatore
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If these people are not at their workstations after the break, you can legitimately dismiss them. You do not need to know where they are or what they are doing.
From United Kingdom, Glasgow
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From United Kingdom, Glasgow
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