Let’s cover the topic of lateness. This is just a small stream, which, over time, can grow into a full-flowing river, which, in a seething stream, will begin daily to destroy all the early business processes built. It has long been known that the formula for success is as follows: success = knowledge + discipline. And I can say that the formula is very effective. And if everything is clear with skills and knowledge … well, at least where to get them, then with discipline everything is not so simple.
What is discipline is the organization of actions. And it seems that everything is simple, but how to organize employees in the company. How to at least ensure that the staff arrives for work on time and eliminates delays.
And HR managers don’t go to great lengths to solve this problem.
Punishment with money is one of the most common impacts on staff. Of course, deductions from wages of even a small amount are an unpleasant consequence of arriving late at work. The main group that is impacted by this method is irresponsible, ineffective and lazy employees.
Let’s imagine that you have a hardworking and valuable staff who is deliberately late, so only under the threat of a deduction from his salary he gathers all his strong-willed qualities into a fist and starts to go to work on time. Of course it is not. As a rule, delays are the result of a failure in the system, where by system I mean the daily collection of work. When our every action is verified. The alarm goes off at 6.20, then at 6.30, and only at 6.40 do inconceivable forces make us get out of bed. Then water procedures, quickly get dressed, and we are already running to the bus stop where our bus leaves at exactly 7.30. And now, bad luck, we understand that we forgot our phone at home. Here it is … the same system failure that will lead to fines.
So it’s hard for me to call demotivation in the form of deductions from staff income – an effective way to deal with delays. Moreover, we should not forget about the main thing, we come to work to achieve a result, and not for the sake of the process.
And how do you look at the method of dealing with lateness, when the time of arrival of employees should be directly proportional to the time of leaving ?! An interesting approach, nothing more. Let’s imagine that you are 30 minutes late, so you can leave work 30 minutes later. As the day draws to a close, your more disciplined colleagues are heading home. Well, you will have to pay for the morning system failure and “sit out” 30 minutes. This is usually how it happens. And, sighing heavily with sadness, you state that you cannot leave your workplace now, because you were late in the morning. And what are you doing in these minutes of “punishment”? By reading all sorts of interesting articles on the Internet, or maybe you just start flipping through a magazine, or decided to finally wash the mug, since there was no time for this all day. In short, you are busy with everything, anything, but not work. So what, then, is the purpose of this tardiness technique? An unexpected failure will force us to be late again, and these minutes of processing will not be effective at all. This is why I say this is just an interesting approach.
But I am especially surprised by the proposals of companies that are willing to pay for timely arrival at the workplace. This is nonsense. Coming to work on time is the direct responsibility of the employee. These are the things that don’t require additional motivation. Do you know why rewarding employees only with finances is not effective. Because material motivation at some point begins to be taken for granted and becomes a habit.
But this is not the worst thing, I had to observe a completely counterproductive method. Monthly sheet of “shame” with latecomers. Regularly, all employees are sent a letter of reproach and a list of the names of those people who did not have time to show up for work at the appointed time. And anyone could be on this list. Managers, production leaders and honored workers. As we found out earlier, the crash could happen to anyone. And here’s the bad luck. Failure to meet the plan and performance indicators, as well as negligent attitude to work – is not such a serious crime, according to the employer. While the delay for a minute entails public censure.
What can this way of dealing with lateness lead to?
Firstly, by adding the names of the leaders to this list, its authority is automatically undermined.
Secondly, apart from resentment and misunderstanding, employees will learn nothing more from this lesson.
How, then, to deal with lateness, you ask. This, of course, is a difficult question, for which I also have not yet found a unique recipe. But I will share my thoughts on this matter.
In solving any issue, I am used to projecting the situation onto myself. And then I thought, what makes me quickly get ready every morning, buttoning my coat already in the elevator, rush to work. Of course, my conscientiousness, love for the work I am doing and desire to be an example for my subordinates. This gives me the right to classify myself as an independent and disciplined employee. Thus, I can be guided by my own person when it comes to motivating the average worker.
Therefore, I can say what motivates me, of course, is the desire to do my job efficiently and the absence of comments from the manager. Which is definitely an authority for me. And most of all, I would not like to disappoint or let him down. In this regard, for me, an effective solution to dealing with delays is complex measures aimed at raising the authority of each head of a structural unit for his employees. The absence of any compromising action on the part of the Company in relation to managers of different levels.
And what to do when your employee is late for work? Of course, take action, but they must fully comply with the offense. If these delays are not regular, but just a “failure”, focus on the result that the employee should achieve on the current day. And if the indicators did not suffer, perhaps we can forgive the latecomer for these minutes that he was absent from work.
The main thing to remember is that we are all human, which means that each of us can fail.
Author: Sattorova Julia