Staff Problems, or is it me.
Discussion
andy-xr said:
To them, it doesnt.
This was highlighted to me yesterday, my g/f came home from work ill. Went in for the morning, came home at lunch.
This is the first job she's had with sick leave unpaid, so she felt less like asking for permission to leave, because why would she need permission if they're not willing to cover sick pay. She'd thought about taking work home but figured if she's not being paid to do it, it can wait til the day she's back in.
I think if you offer sick pay and employ people who dont take the piss, you'll find a better, more productive workforce
This was highlighted to me yesterday, my g/f came home from work ill. Went in for the morning, came home at lunch.
This is the first job she's had with sick leave unpaid, so she felt less like asking for permission to leave, because why would she need permission if they're not willing to cover sick pay. She'd thought about taking work home but figured if she's not being paid to do it, it can wait til the day she's back in.
I think if you offer sick pay and employ people who dont take the piss, you'll find a better, more productive workforce
Understandably, there seems to be alot of "stand up and fight" comments which, to a certain extent, I agree with.
However, there is another option - encouragement...
You could introduce a bonus scheme based on attendance and punctuality or a reduction in existing bonuses based on the same.
Quarterly, the person who puts in the most amount of hours could receive £50 in cash from you directly to take their spouse out for a meal.
For every month somebody isn't ill or late, they get an hour to take off at their leisure, with appropriate notice time. Every 6 months without a day off sick = an extra day's holiday. Like the bonus scheme, it works the other way too - give them 2 extra days holiday every year and take them away if somebody doesn't call in on time or is more than an hour late.
There's plenty of options available to you to boost productivity & attendance, but also check morale. Do people want to be at work? Do they like their co-workers? Are their working conditions reasonable? Are their targets within reach? Is there bullying in the workforce? Do they have a common goal to work towards or are they only there to get their tuppance ha'penny every hour?
Give them goals and reward on achievement - morale will jump as will attendance.
Good luck with it!
However, there is another option - encouragement...
You could introduce a bonus scheme based on attendance and punctuality or a reduction in existing bonuses based on the same.
Quarterly, the person who puts in the most amount of hours could receive £50 in cash from you directly to take their spouse out for a meal.
For every month somebody isn't ill or late, they get an hour to take off at their leisure, with appropriate notice time. Every 6 months without a day off sick = an extra day's holiday. Like the bonus scheme, it works the other way too - give them 2 extra days holiday every year and take them away if somebody doesn't call in on time or is more than an hour late.
There's plenty of options available to you to boost productivity & attendance, but also check morale. Do people want to be at work? Do they like their co-workers? Are their working conditions reasonable? Are their targets within reach? Is there bullying in the workforce? Do they have a common goal to work towards or are they only there to get their tuppance ha'penny every hour?
Give them goals and reward on achievement - morale will jump as will attendance.
Good luck with it!
Gassing Station | Business | Top of Page | What's New | My Stuff