There are many young employees in the company, and the attendance is poor. How can we improve it?

Corporate culture begins with habit cultivation

1. Our company is a new high-tech company focusing on research and development

2. There are too many young employees, and their consciousness is poor, so they often don't punch in.

3. The boss thinks that employees should develop good work attitude and punching habits.

First of all, please move if you want to see theoretical knowledge and listen to reason. All my experiences and ideas come from practice, so all my contents are limited to the summary and thinking of practice. Various theories and truths, I personally suggest to search the website to solve.

Back to the case, I personally think there are two problems: (1) the formation and cultivation of employees' good work habits; (2) Improvement of employee attendance. Start with the second problem to solve and implement.

first, the improvement of employee attendance

The current situation is: R&D technicians, mostly young people who have worked for 1-2 years. These employees have poor consciousness, forget to punch in, and don't care about deducting money from attendance. Therefore, the following aspects are involved:

1. Whether the attendance of R&D technical posts and the actual work of such posts have the characteristics and characteristics of the posts themselves. If yes, how to check attendance. These things need to be considered in advance when making attendance rules.

2. Work for 1-2 years, which is what we are talking about now. What are their values and outlook on life? According to my understanding of the post-9s generation, I won't get their approval and support by deducting money for attendance. What they need, what they recognize, and how to guide them to do a good job in attendance are the prerequisites for the fundamental improvement of attendance.

3. Poor consciousness, forgetting to punch in. So, is there only one way to check in: punch in? Is there another way? What do these people contact most frequently in their daily work? Can it be set as a way to punch in?

above, let's analyze the possible reasons for the current attendance problems from the perspectives of the attendance system itself, the characteristics of attendance objects and attendance tools. What is the specific reason, but also according to their own situation, to analyze and deal with.

According to my experience and the current situation, attendance can be implemented from the following aspects:

1. Review the attendance system to see if the different characteristics of different positions and the handling of various special situations have been taken into account. My current company used to have a one-size-fits-all attendance system, and it also used the method of deducting money. Employees have a lot of opinions. Later, according to the opinions of employees and the overall trend, I made corresponding adjustments:

(1) For positions that need flexible working hours or frequent overtime, I formulated special circumstances identification and handling methods to solve the different needs of various positions;

(2) standardize the attendance action, and make it clear: if it is not done, what impact will it have. Here, I personally suggest that if there is no other way, I will choose to deduct the money. If there are other ways, choose other ways first. For example, it is tolerable to be late several times a month (how long it takes to be late, and how long it will be upgraded to absenteeism). If it exceeds this limit, what will be done? For example, what emergencies cause lateness is not late, for example, it is clear that all employees must punch in and not punch in, and the default is absenteeism; For example, when the special situation of attendance reaches a certain level, the department will remind and talk, the general manager will talk and remind, and so on; For example, how late do you work overtime the day before, and you can arrive late the next day.

2. Conduct attendance management according to employees' needs. For example, the post-9s employees don't like that you have a lot of constraints, but like to act according to their own personality and values, and are willing to show and take responsibility. Therefore, they may wish to make use of these characteristics when attending attendance daily. When we are targeting some flexible departments, we choose the post-9s generation as the attendance representative or person in charge of the department, let him be responsible for the attendance reminder and communication of this department, and give him constant affirmation, and let him help collect attendance opinions by the way.

3. Help employees form the habit of attendance. I think there has always been a lack of a link: coaching employees to form habits, so I will train and coach any system and try it out for a period of time. In the trial operation stage, we will constantly remind and follow up, praise and affirm what we have done well; Deal with what is not done well. Slowly, help employees develop the good habit of checking in and out.

4. I still have several methods or options for attendance:

(1) Turn the simple attendance machine attendance into access control attendance (access cards are required for going in and out of the office), so that attendance will become a necessary action for employees to go in and out of the office without having to do this card swiping action;

(2) Turn the simple attendance machine attendance into office system attendance, that is, the way employees log in to the office system every day is counted as attendance. This premise is: employees must log on to the office system every day;

(3) Turn attendance into departmental meetings or departmental activities. For example, the sales department of an insurance company or the sales department of a bank often needs to hold morning meetings, so that everyone should attend on time.

the matter of attendance is big or small, and the key is how to look at it. If attendance is regarded as a reflection of employee relations and corporate culture, this is something that needs attention, and it involves the cultivation and cultivation of employees' good work habits, which is the second point that needs to be analyzed.

second, the cultivation and cultivation of employees' good work habits

corporate culture, many employees will think it is a few slogans hanging on the corporate wall, or it is the boss's culture. In fact, according to the trend in recent years, corporate culture has become the culture of employees and the characteristics revealed by their words and deeds. Therefore, the cultivation of good work habits is the most basic work of corporate culture construction. From this perspective, attendance is such a feeling:

1. Be serious and responsible, starting from everything. If we can be serious and responsible for attendance, rather than indifferent attitude, then we can assume that employees will be serious and responsible for doing other things. Therefore, this requires: attendance, all the people involved and involved, should be taken seriously and be responsible for it to the end, not your HR alone.

2, the pursuit of Excellence, starting from doing everything well. The pursuit of Excellence is not empty talk, but needs to be implemented in every behavior habit in daily work. Therefore, starting from the small matter of attendance, the pursuit of Excellence. Slowly, other things in the work can be done well, which can truly become the pursuit of Excellence in the whole company.

the above two points are only the reference of corporate culture. As for the actual situation, it is measured according to the enterprise's own situation. With a clear corporate culture, we should also make it clear that the implementation of corporate culture is not a gust of wind, nor an empty space, but a persistent process, which is implemented in every employee's daily work. Therefore, from this perspective, it is necessary to do a good job of attendance:

1. Specifically: what do grass-roots employees need to do well, and what do department managers need to do well. Turn these contents into everyone's knowledge;

2. It doesn't need much to turn everyone's knowledge into text, as long as the behaviors and habits are agreed upon, and each department will consciously implement them, and HR will manage and supervise them. In case of special circumstances, deal with them strictly;

3. Summarize and give feedback on a regular basis, and conduct correlation analysis with other aspects for those who have done well; If you don't do well, analyze the correlation with your work performance and explore whether you have helped employees develop good work habits through attendance.

in the past, I didn't pay attention to employee attendance, and I tried my best to provide convenience for employees. Since I tracked and analyzed the department performance according to the attendance results, I found that there was a certain correlation, and I began to pay attention to it. Doing a good job in attendance will also have a positive effect on employee relations within the department.