Question

I have one employee in my group who always comes in late. However, she always stays late an equivalent amount of time and always gives eight hours of excellent performance. Certain other employees seem resentful of the hours she keeps, but I know that not everyone in the group could be relied upon to exercise the same flexibility without taking advantage of it. What should you do?

#2

I have several employees who are chronically late but not late enough to be docked pay-they punch in within four or five minutes after starting time. When the next shift comes in, most of these same people manage to be out of sight for the last 20 minutes of work, so they won't get tied up on anything and will be able to punch out right at quitting time. How should you deal with these employees?

Answer 1

Answering the first question as per Chegg Guidelines:

1. The company can come up with the policy of flexi-working hours for the high performers of the company. Every company has a performance management process, through which the performance of the employee is evaluated and rated. Then the employees can be grouped as high, average and low performers. The company must facilitate the work of high performers and give them benefits so that the low and average performers try to improve and come in the high performance group. Similarly the high performers have the incentive to maintain their performance rate. Flexi-working hours means that the employee can clock in and out anytime from the company, provided he or she is able to maintain his or her performance and provide the deliverables in timely and efficient manner. This policy will motivate the other employees to improve their performance and come in the high performing employee segment so that they can relish the benefit of the same.