qualprod
Trusted Information Resource
Hello everyone.
I post this issue hoping someone can give some guidance in respect to best practices.
What could be the best method at trying to solve this issue?, this is the detail.
It happens In a manufacturing process (10 employees), ISO 9001 certified.
Most of them have the right competence (knowledge, experience)
Their work is good, no complaint, but......
Is a normal practice, at least in 5 of them, the absence to work 3 to 4 times a month.
When questioned the absence they answered, were tired, didnt get the bus on time , etc.
When they arrived late, they are returned at home, no payment, and when are absent twice a week, they are suspended
one day with no payment.
It seems the "no payment" is not a big issue for them.
I think they are happy with this practice, "not go to work once a week", "no payment is not a problem"
They have been offered to raise the salary if absences are not a custom, but there is not interest for this.
In surveys of human aspects, they dont propose nothing important, we can´t get anything good to be implemented
to improve this.
After giving the details, I wold like to hear your proposal for this,
Maybe from someone who have taken as a reference the Maslow pyramid or some other practice.
I know, a simple solution is to fire them up, but is not so easy, because is not easy to get other workers with that knowledge, and
this option is not our the idea, because their product is good.
What we try is, to "rescue" them, from that "state" and also at the same time to get benefits to the business.
I think this matter needs support form someone who have had experience in human relationships.
The point is, what practices can be proposed/applied to them before to start the firing.
Please give some insights.
Thanks
I post this issue hoping someone can give some guidance in respect to best practices.
What could be the best method at trying to solve this issue?, this is the detail.
It happens In a manufacturing process (10 employees), ISO 9001 certified.
Most of them have the right competence (knowledge, experience)
Their work is good, no complaint, but......
Is a normal practice, at least in 5 of them, the absence to work 3 to 4 times a month.
When questioned the absence they answered, were tired, didnt get the bus on time , etc.
When they arrived late, they are returned at home, no payment, and when are absent twice a week, they are suspended
one day with no payment.
It seems the "no payment" is not a big issue for them.
I think they are happy with this practice, "not go to work once a week", "no payment is not a problem"
They have been offered to raise the salary if absences are not a custom, but there is not interest for this.
In surveys of human aspects, they dont propose nothing important, we can´t get anything good to be implemented
to improve this.
After giving the details, I wold like to hear your proposal for this,
Maybe from someone who have taken as a reference the Maslow pyramid or some other practice.
I know, a simple solution is to fire them up, but is not so easy, because is not easy to get other workers with that knowledge, and
this option is not our the idea, because their product is good.
What we try is, to "rescue" them, from that "state" and also at the same time to get benefits to the business.
I think this matter needs support form someone who have had experience in human relationships.
The point is, what practices can be proposed/applied to them before to start the firing.
Please give some insights.
Thanks