How do you handle attendance problems with different types of employees?

I had an employee who was constantly late. The reason was that they kept hitting the snooze bar on their alarm clock. This was an easy fix, as far as I was concerned. I told this person to move their alarm clock across the bedroom, away from the bed, to a place where they had to get out of bed to hit the snooze or turn the alarm off. Once they were out under the warmth from the covers and had to walk across the room, they were up. This person was never late again because of hitting the snooze. Easy fix.

When delving into the reasons behind tardiness, it's important to factor in the employee's work setting (remote versus on-site) and ask questions accordingly. For Remote Workers: Are they encountering any technical hurdles that could be hindering their punctual login? For On-Site Workers: Are they grappling with transportation issues? Do they find the work environment conducive to concentration and productivity? Are employees familiar with the time and attendance policies or guidelines? Tailored questions unlock root causes of attendance issues, enabling solutions that address employee needs and boost attendance.

Apart from some natural or unavoidable circumstances, if their attendance is regularly falling, then they need to receive counseling to find out the actual reason for their conduct. Maybe they are unable to perform and are reluctant to share it with their reporting manager. Other reasons may include being committed to some other task. It can be solved with modern HRMS software that features geo-fencing. There may be some issues in the employee retention program, and it may not be working effectively. Lack of proper recognition and limited scope for career growth in the company may be some other reasons.

It’s good to communicate with employees about how their behaviors has affected the team and is effective in bringing a change in some part of their behavior.

* Offer flexible work arrangements if possible. * Provide resources or counseling. * Implement a gradual return to work plan. * Use disciplinary actions when needed. * Offer training or reassignment. * Review and adjust policies as necessary.

Cet article propose une approche équilibrée et humaine pour gérer les problèmes de présence. Il combine empathie, communication stratégique et actions ciblées, ce qui est essentiel pour bâtir une culture d'entreprise résiliente et compréhensive. Pour paraphraser Brené Brown, "La clarté est la gentillesse". En étant clair et compréhensif dans nos attentes et nos actions, nous pouvons créer un environnement de travail plus sain et productif.