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Do you agree with this extra cost to employer or just eliminate such habitual? how do you comment?
i don't agree because every job has specific hours, which are different in an office, a factory, a store. A basic obligation of an employee is to be on time for work. It's only human to be late sometimes (a few I mean) but this mustn't form a permanent situation. The employee is an adult and as an adult must take responsibilities. So, I do not agree for the existance of an allowance just to be on time. It's an obligation and the employee must understand that.
We never agree with the extra cost on the company. Just use latest technology for the attendance system and follow the rule and regulation strictly followed by some punishment to the absentees or late attendance.
This is a very successful experiance.....
High absenteeism less job satisfaction, you have to find out firstly reasons of their dissatisfaction salaries or long working time per day or work environment and you can find out this problem by a questionnaire for your employees.
*** Don't incentivise COMPLIANCE. Attendance is part of compliance.******
Absenteeism at work-place is a sign of low morale and poor esteem that employees carry about the work that they are doing. This typically occurs in situations where there is lack of trust and poor employee relationship. Also look at your work place to see if the processes are being driven like a conveyor belt and people are expected to function as programmed robots.
Expecting process compliance and sticking to work practices is not wrong but proper leadership is required for implementing these effectively. Some of the things that can be done are:
- Have a well-developed and well delivered induction program; this sets the tone more compliance and company's expectations.
- Ensure that people are involved in decisions that influence them at work.
- Communicate regularly and address people's issues.
- Build trust. Do what you have promised you will do.
- Bring in transparency in the workplace. People should not feel suspicious about what is going on.
Countering this by paying employees an allowance or an incentive to be present at work sends a work message to the employees. They may start to think that they are doing a favour to the company by being present on time and by even coming to work. Once this occurs it becomes a very difficult situation to handle.
Incentives should be given for performance (ideally exceeding expectations) and not for compliance. Compliance is an agreement and has to be adhered to, it ensures the proper functioning at work. Only when compliance is respected and followed good performances will occur.
I do not agree with this strategy. In the first place every company has its rules and regulation regarding absenteeism and every employee were oriented regarding this policy. It is the responsibility of every employee to follow this company's rules and regulations. Violation to this rules and regulation will be dealt with accordingly by way of salary deduction and warning for possible termination from job. Unproductive employee is a liability to the company.
The addage 'time is money', comes into play here. In my experience I have found that employees always benchmark themselves against their peers, and therefore their behaviour at work is modelled around this (including work attendance/punctuality).The 'regular/punctual' employees are often disgruntled when he/she notices that another employee spends more time away from work yet reaps the same rewards/benefits. Company policies on attendance, are in line with the labour laws, yet the law does not stop the companys from awarding employees a25%,50% or even a100% cash/non cash rebate on unused 'sick leave'. Many poor attendance/productivity issues can be resolved in this way. Of course attendance/non attendance must, to a high degree, be linked to productivity and productivity requires investment. What better way than to invest in your employees !!!
Dear Shazad,
I do not agree with you in terms of offer extra allownance for reducing the absenteesm. It should create a huge cost for the organization as we have practical experience. We encourage leave to the staff as yearly plan and agreed by the supervisor.
The reason for the absence mil at work or long hours or harassment of some officials must address the causes.
If you want a person (in this case employee) to work as per your satisfaction, you will pay him as per his basic needs. If you pay him less, and force him to work as you desire, he/she will never, though he/she will come to the workplace, make him/her looking busy in work, but will never produce results as you desire. Because working hard and getting less make employees think / search ways to compel the employer increase their wages/salaries. Less production or to the extreme level Absenteeism is one of those ways. So paying extra allowance is also a kind of increase in their wages/salaries. It is not an extra cost, but a right step in the right direction, because after getting satisfied in terms of their salaries, they will work hard, avoid absenteeism, and produce good results. On ther hand using force, i.e. punishment including reduction in pay, or termination from service bears no fruits. After terminating an employee, you will hire another who being a new comer, and not familiar with workplace environment, will no more useful than the older one you terminated.
Boss the simple soloution to control attendance is
1.MAKE YOUR OOFICE A PLACE OF CHEER & MAKE YOUR EMPLOYEE FELT THE WORK NOT A MONOTONOUS HAZARADOUS THING BUT A CHEERFUL SPIRIT OF LIFE .
This will not only control over cost but also magnify the productivity
ALL OFFICES ,ALL MANAGEMENT FUNCTIONARIES SHOULD OATH IT
First of all the concept of this extra allowance is wrong.
Eployees should be fined and must be paid on hourly basis and if necessary Minute Basis.
The question is that this is an extra cost for employer?My answer will be yes, this is an extra cost to the owner and indeed management must be questioned, for being paid so high to control and maintain the work force, of thier negligence.
