Attendance Award 200 yuan. Should employees be late or not? Why does attendance award not motivate employees?

This is the same as our company. My first job was a company that was established only two years ago. The boss is very young, in his early thirties, and earned his first bucket of gold from his own sales. When he started this small company, the employees were very young, the oldest was no more than 33 years old, and most of them were around 26 years old.

A new enterprise with high enthusiasm, but there are no people with very experienced management in the company. Everyone is a sales position. Besides, they are young and lack work experience, let alone management. Therefore, the company system is always changeable and unstable. Often before the implementation of the system, the new plan is changed, which is very frequent, resulting in employees not knowing how to abide by the rules and safeguard their own interests.

This stems from the imperfect management system, which does not restrain employees and makes employees very resistant to the rules and regulations.

There is a seemingly reasonable attendance, that is, the attendance award, but it is messy and useless, and employees don't care at all.

The attendance award stipulates that employees will not be late and leave early this month, and 200 yuan will be rewarded every month.

Employees should still be late every day, as if they didn't know the reward existed at all. I worked in that company for a year and only got two attendance bonuses, but I never thought it was my loss. Instead, I got two bonuses, which was an extra gain.

So my feeling at that time was that I was very happy to get it, and I couldn't help it if I didn't get it, because it wasn't what I had to get. Anyway, my salary is not underpaid.

And some colleagues really don't even know the attendance award, so they don't care if they can get the money.

Traffic jams in first-tier cities. It's not worthwhile to take a taxi with the attendance award of 200 yuan. No one can guarantee not to be late for a month 1 day, so it doesn't matter whether there is an attendance award or not as long as the salary is not deducted.

This leads to employees being slack, not in a hurry to go to work and being late.

What caused this?

You don't want to think about what 200 yuan can do. Is it worthwhile to deal with all kinds of uncertainties for 200 yuan? And now is an era when material can't meet spiritual needs, not an era when only the boss listens! I think most companies need quotation marks for humanized management.

Speaking of the topic of attendance award, I am quite touched, because my company's attendance award is 200 yuan, which has no incentive effect on me. Why do you say that? I will make the following three analysis based on my own reasons:

The reason why I don't care about the attendance award is that it is difficult to control the working hours. Sometimes I am lucky that there is no traffic jam and the roads are clear. It takes about 30 minutes by bus. But if you are unlucky, you have to wait for the bus for half an hour, or you have to be stuck in traffic for half an hour. In this way, it will take at least an hour to toss and turn.

So it's hard to control the time. If I want to get 200 yuan for full attendance, then I have to go out at 7 o'clock and promise not to be late. But compared with my sleep, I think sleep is more precious, and there is no need to toss 200 yuan.

And although I usually go out early, there will always be one or two days a month when I can't punch in at 8: 30 on time. As long as one day is not on time, I won't be full-time. It's too difficult for me, so I just don't want it.

In our company, those who punch in 30 minutes ago count as full-time, those who punch in 30 minutes to 45 minutes later count as late but don't get points, and those who punch in 45 minutes later count as absenteeism points. I'm usually in the late category.

I saw a news on the internet earlier that a woman could get 200 yuan for being full-time and sick, and insisted on going to work. This is because this 200 yuan is a considerable sum for her. For those who earn 2,000 yuan, 200 yuan has already accounted for one tenth, which is of course important.

But for me, although the salary is not high, if I add sideline business, my monthly income is still considerable.

But it is because of my sideline that I have to continue working when I get home at night. I often get up at 12 o'clock or 1 o'clock, but I can't get up at 6 o'clock in the morning, and I can't get up at the stipulated time. It is more precious than 200 yuan of sleep time. After all, people are in a good state, have higher work efficiency, and have more flexible thoughts in writing manuscripts.

Based on the proportion of income, I generally don't care whether I am full-time or not, as long as I don't deduct money.

Because of the nature of the company, I often work overtime at night, so to be honest, except for my colleagues who live near, others who live far away would rather sleep that 200 yuan more.

Moreover, there are few people who are full-time in the company. They are either late or have something to ask for leave. It is difficult to guarantee a full house in a month, so no one is in charge now, just make sure to arrive 45 minutes ago.

For us, the best way to increase income is not to cram these 200 full-time employees, but to cultivate spirit, develop skills and improve business ability.

To sum up:

The reason why I don't care about 200 yuan for full attendance is mainly because the ratio of this money to income is too small. Of course, if it is changed to 1000 yuan, the effect will be absolutely immediate.

For employees, if 200 yuan accounts for a high proportion of wages, you should take it, but if you have other abilities to earn more money and rest time is more important to you, then according to your personal situation, the maximum is 200 yuan. The best way to increase income is not to improve skills and business ability. Don't wear yourself out by staring at 200 yuan.

For the boss, if he wants to really motivate employees, he must also match effective incentive measures. If everyone's income is seven or eight thousand, 200 yuan full attendance really doesn't matter.

I hope my answer is helpful to you.

This mainly depends on the company.

Let me talk about my company.

Go to work at 8:45 in the morning and get off work at 5:30 in the afternoon, which is the standard time on weekends.

There are no special circumstances that overtime work does not exceed 5 hours per month, including sales. Under special circumstances, there are more than 2-3 days in a year, for example, a whole batch of products have errors and need to be revised overnight. It will be encountered every year in recent years, but it is only 1 time every year, and it will be solved quickly 1 day and slowly for 3 days.

We also have attendance awards, including being late and leaving early. The bonus is only 200, and the prices of employees in different positions and grades are uniform. In our company, all the managers, including the vice president, are on duty except the boss. )

But our company's annual leave can be 1 hour, as long as you call before going to work. If something happens in the middle of the night, it is not convenient to harass the leader by phone, and you can also send a message. You can go to work normally if you use annual leave. Our annual leave days are one year 10 days from the first half year of employment, and then increase by 2 days every year, with an upper limit of 20 days, which can be accumulated.

So basically everyone in our company is full-time, unless there is an accident. I had an accident myself. I forgot to set the alarm clock and woke up after work. My colleague called me before work time, but I didn't hear him. Then there was no full attendance that month, but I have nothing to complain about the company. This is entirely my own problem.

Of course, if it is the legendary 996, or a company that works overtime indefinitely, it is impossible to spend 200 yuan to let employees work full-time.

The biggest reason is that the employee's contribution is far from proportional to the actual return.

Take myself as an example. When I first joined the company, my salary during my internship was 1800 yuan, and there was no performance commission. The only bonus is the attendance award, which seems to be 300 yuan.

For this 300 yuan, I dare not be late again. No matter what minor illness or disaster, I will grit my teeth. Why? Because I am poor, with this 300 yuan, I will go to the canteen to eat noodles, and my aunt will have the confidence to add an egg.

In fact, at that time, don't say 300 yuan, you can stick to the attendance award of 100, so I don't care how much I pay, as long as I get something in return. It's different now, the salary has doubled, and the attendance award of 200 to 300 yuan is not even enough for cigarettes. Who cares about this?

Now it's basically stuck at work. If you have any headache or fever, say hello to the leader. It doesn't matter if you are three or five minutes late. The attendance award has now risen to 500 yuan, but it is too troublesome to fight for it. It's better to do the work beautifully and get more bonuses.

To tell the truth, 200 yuan is still too little for employees, but in all fairness, not being late and going to work on time is the basic literacy of an employee. If you are late, you should be punished. Employees may occasionally have something, and leaders can be lenient according to the situation.

The most important thing is that attendance awards have no sense of honor. Although it is difficult to do, it is certainly not a simple time to stick to it for a month, but it is useless. Just don't be late for work, there's nothing to brag about. How can we have a real sense of honor brought by solving a problem?

For employees with a monthly salary of 2,000 yuan, this 200 yuan is very important, and they will basically fight for it. For an employee with a monthly salary of 4,000 yuan, this 200 yuan is just so-so. Take it if you can, and pull it if you can't. Employees who earn over 10,000 yuan a month owe you this 200 yuan? It's better to sleep for a while and feel real.

Due to the amount of bonus, it is not enough for employees to improve their quality of life. At most, it's just "extra money", and "icing on the cake" is a little reluctant, let alone "giving charcoal in the snow"

But then again, leaders should pay attention to the performance of employees. As long as the work is good enough and creates enough value, it doesn't matter why people are late for work The original intention of attendance award is not only to make employees work hard and create more profits, but also to focus on the key points. Why should we do such a "palliative" thing?

I'm a brick-and-mortar drink shop. I set the store to make up for half an hour within five minutes of being late, and so on. Generally, no one in the store is late, and there are special circumstances that really can't keep up with the communication in advance. Just transferred. There was a Man Qin system before, which was really useless.

Don't cancel at once, many times accidents are inevitable. If you give them two chances, they will naturally cherish it ~ if they can't do it, they will start to deduct money the third time, and they will be deducted twice for each time they are late.

Just 200 yuan for employees to obey? If it were so simple, management wouldn't need to come up with so many theories and methods. In fact, it is fundamentally wrong to use the so-called attendance award to motivate employees not to be late. It is normal to have no incentive effect for three reasons:

I don't know when it started, but many companies are using the term "attendance award". Obviously, not being late for work is the minimum professional attitude requirement and duty. Why reward? The so-called reward should be material encouragement for the behavior that has made outstanding contributions or taken the lead. Including what should be done within the scope of reward, has no clear meaning of reward, which is a practice of "getting used to" employees and a waste of reward expenditure of the company. Attendance award is actually a compromise of the company's attendance system, which makes employees mistakenly think that their duties are advantages and take their absence as normal. This is not encouragement, it is indulgence!

Everyone has a characteristic, that is, if you reward him with 200 yuan, there may be no reaction. You punish him 10 yuan, and he will ask you for a theory. It's not a question of more money or less. This is human nature. Therefore, punishment is more useful than reward in regulating the seriousness of attendance. Deduction of money is used to reduce the frequency of being late, so that employees are unwilling to violate it easily, subconsciously unwilling to be punished for being late, and ideologically regard going to work on time as a necessary behavior. Of course, humanization should be considered in the specific operation, such as being allowed to be late once or twice a month. After all, who has nothing to do at home?

More and more companies are adopting flexible working hours instead of fixed working hours. Simply put, working hours have become an interval, such as from 8: 30 to 8: 30 to 9: 30 in the past. It's not too late to go to work before 9: 30, but you have to leave late at night to make up for your working hours. The advantage of this is to give employees a certain degree of freedom and effectively reduce the phenomenon of being late. That's not enough. The most fundamental way to make employees pay attention to attendance is to link attendance rate with performance, which directly affects the evaluation of bonuses. Moreover, performance appraisal needs to be fair and result-oriented, which not only creates a positive corporate culture, but also makes employees change from passive work to active work. With initiative, attendance will naturally be less worrying!

Reason 1:200 yuan's attendance award is not attractive.

If your employees earn more than 5,000 yuan, 200 yuan is almost someone else's salary in a day. Employees will think that missing an attendance award is only equivalent to taking a day off, which is painless.

Reason 2: the punching time is inhuman.

For example, many Internet companies 996 are well known, but do you know that if you work overtime to 1 1, you can postpone punching in or not punch in the next morning? If your company itself works overtime, it will be late, and it is required to punch in as early as usual in the morning. It is normal for employees to feel that they can't do it. The punching system should be flexible, such as punching at 9 am and punching at 6 pm; If you clock in at 9 pm, you can choose to clock in at 10 in the morning and clock in at 7 pm the next day. If the frequency and intensity of overtime work in your company are always high, it is suggested to simply use the flexible working system, and it is enough to punch in for more than 8 hours every day, regardless of the specific time.

Reason three: the number of employees is insufficient.

Generally speaking, employees can't get up in the morning, either going to work too early or leaving work too late the day before yesterday. Because of the good communication during working hours, it can basically be judged that I was late because I got off work too late. If most employees are often late, it only means that your company works overtime too often, otherwise 200 mosquitoes are nothing but meat. Why not? It's hard to see that your company only gives 200 attendance awards. It is estimated that employees can recruit less, and one person can be two people.

If you try to deduct 200 yuan for absenteeism once, the whole company will form a prize pool, and all full-time employees will share the prize pool equally, and the effect will definitely be immediate.