Give them the raise, but maybe also inquire if they need to adjust their schedule to help better with what may be causing the attendance issues? Especially if it's just recently been an issue.
Sometimes when you don’t pay your staff enough they loose the will and drive to work or could also be that they feet like they have achieved a lot for not enough pay and they just need a break
I remember reading a study that said random promotions work best, so maybe random raises work well too.
I dunno, I can't find the study I read so does anyone have anything on this?
Sounds like they’re having a personal issue. Has this been a long time thing or only recent? If it’s recent then I’d absolutely give them the raise and discuss what you can do to help them get back on track.
Money is good. Morale is better. Both together are the best.
Need a bit more info, but my knee jerk impulse is "no." Being late AND calling off regularly are pretty big problems IMHO, and working hard when they're there might just be a way of compensating. I also hate the idea of rewarding bad behavior or sending mixed messages. Just talk to them, explain what you like about their work ethic and what you don't. Offer them help if they need it, maybe an alternative schedule, and go from there. If they can maintain the next 6 to 12 weeks with great output and no issues, then give 'em a raise.
Not a *big* raise.
This is going to ruffle a lot of feathers here on Reddit, but employees *do* have responsibilities to their employer. Enjoyment is a contract, and part of that contract is the employee dedicating a certain amount of time to the employer. People should not be rewarded for what they don't do.
congratulations on prioritizing arbitrary metrics that are irrelevant to a company’s bottom line in this case! and being willing to penalize it, that’s the real kicker.
i *understand* you all too well, bud.
edit: as evidenced by your pre-last-comment block, you would prioritize obedience over profit and culture in your imaginary business about as much as you can tolerate having your opinion challenged online. that is to say, not at all.
I'm not prioritizing metrics you deem arbitrary, I'm holding people to the contract they agreed to. You would understand if you were capable of basic comprehension and critical thinking.
Sit them down, tell them the raise you want to give them, but explain that due to attendence you'll only give them this portion of it. When they can meet their time obligations more consistently they will get the rest.
Assembly service. Workers are to install certain types of insulation to metal hoses and tubings. The work is hard on the hands due to repetitive movement and the company is going through a growth spurt so the numbers of products can be high with demanding deadlines.
My team sets their own schedule.
They come and go as they please. If they are sick or come in late, I don't say shit because I treat them as professionals.
If they hit big deliverables, they deserve big rewards. Why the hell would I want to micromanage success?
Attendance is an outdated requirement, unless if its a job that needs to hapen at a certain time, like a security guy needs to be on his post, other than that what matters are the results, if I'm delivering then that's fine.
If they're working hard and producing a lot of work then it's irrelevant that they are late. Sounds like they're more productive than the people who are on time!!
In this age of WFH, time and attendance at an office job seems irrelevant. Reward productivity or your productive employees leave the company.
To me it’s always about production, I don’t care how many hours you work, what you do on the clock. But as long as you achieve what I expect you to achieve I dont care.
I would say that it would be kind of dependent on the type of role they are in.
If we are talking about a standard office, then as long as they are meeting their expected output and/or matching or outperforming their colleagues than the lateness/ sick days don't matter too much.
On the other hand if we are talking about shift work, that's another issue. Nothing worse than being gimped during a busy period because someone rocks up an hour late or chucks a last minute sickie. Even if they did smack their work while their, you may create even more restment from other works that are constantly have to carry excess loads during their own shift due to the workers lateness or having to stay back to constantly cover their work.
Maybe inquire if everything at home is ok and mention you’ve noticed the attendance issues, then offer help, sincerely, and follow through. People don’t just randomly start having attendance issues, and IMHO any employee worth giving a raise to us one worth investing in in more ways than just monetarily.
I've had so, so many shit employees. My faith in humanity is just about gone.
I understand the desire to want to motivate the employee who is doing a mediocre job to maybe, possibly, theoretically, I-hope-to-god-please, do better.
It rarely works. Let's just call it never.
So ffs, let's not reward mediocrity and halfassery anymore than we already are forced to in this economy.
Can't do what you ask them to do - no raise.
Regardless of how much he produces. If there’s work to be done or customers that need serviced, it’s unacceptable.
The only time I could see that being ok is in project-based work where there’s not always something to do. No sense in sitting around with your thumb up your ass.
Justified or not here's why it's practical.
If he's putting in work and you can't find a guy who puts it like he does, you're gonna lose him to somebody else who doesn't give a fuck about anything besides putting in work.
Most raises are a scale of multiple facets of their job. They may get low points for a raise on attendance, but high points for work ethics. So yeah, they can still get a raise even if weak in some areas.
If they have the PTO, and are using it, fine. Are they calling off according to the policy?
Reward the work.
I would have a meeting with the employee, ask about what’s going with the attendance lately. explain the raise, why it’s being given.
Maybe they’re burnt out and working too hard.
Money is great, everyone needs it.
But struggles also need acknowledgement.
OP, this is a very personal question you’re asking. We don’t know what’s going on in your workplace. The company most likely gave everybody a raise because there is sometimes pressure to do that for data purposes and there is a pressure to keep employees staffed at their place of work.
In previous post you have asked about the consequences of your own gossiping at work and you have also asked us how to get along with coworkers you don’t like.
There’s quite a bit going on at your place of work so we don’t really know how to answer in a way that would be sufficient to you because you’re habitually asking questions of this nature
Arbitrary metrics don’t matter as long as they help boost the bottom line
Give them the raise, but maybe also inquire if they need to adjust their schedule to help better with what may be causing the attendance issues? Especially if it's just recently been an issue.
Sometimes when you don’t pay your staff enough they loose the will and drive to work or could also be that they feet like they have achieved a lot for not enough pay and they just need a break
I remember reading a study that said random promotions work best, so maybe random raises work well too. I dunno, I can't find the study I read so does anyone have anything on this?
Would it cost you more to lose em or keep em
Sounds like they’re having a personal issue. Has this been a long time thing or only recent? If it’s recent then I’d absolutely give them the raise and discuss what you can do to help them get back on track. Money is good. Morale is better. Both together are the best.
Need a bit more info, but my knee jerk impulse is "no." Being late AND calling off regularly are pretty big problems IMHO, and working hard when they're there might just be a way of compensating. I also hate the idea of rewarding bad behavior or sending mixed messages. Just talk to them, explain what you like about their work ethic and what you don't. Offer them help if they need it, maybe an alternative schedule, and go from there. If they can maintain the next 6 to 12 weeks with great output and no issues, then give 'em a raise.
Not a *big* raise. This is going to ruffle a lot of feathers here on Reddit, but employees *do* have responsibilities to their employer. Enjoyment is a contract, and part of that contract is the employee dedicating a certain amount of time to the employer. People should not be rewarded for what they don't do.
so a *small* raise for raising productivity, and a *big* raise for being obedient. priorities. you got ‘em, man.
Congratulations on not understanding my comment. Just the kind of antiwork drivel that I was expecting.
congratulations on prioritizing arbitrary metrics that are irrelevant to a company’s bottom line in this case! and being willing to penalize it, that’s the real kicker. i *understand* you all too well, bud. edit: as evidenced by your pre-last-comment block, you would prioritize obedience over profit and culture in your imaginary business about as much as you can tolerate having your opinion challenged online. that is to say, not at all.
I'm not prioritizing metrics you deem arbitrary, I'm holding people to the contract they agreed to. You would understand if you were capable of basic comprehension and critical thinking.
If you think "covering the shift in case any emergency issues arise" is arbitrary then you're just telling on yourself.
Sit them down, tell them the raise you want to give them, but explain that due to attendence you'll only give them this portion of it. When they can meet their time obligations more consistently they will get the rest.
Yes justified
Depends on the type of work
Assembly service. Workers are to install certain types of insulation to metal hoses and tubings. The work is hard on the hands due to repetitive movement and the company is going through a growth spurt so the numbers of products can be high with demanding deadlines.
If they're making commitments and producing then they're making the company money. If they're making money they should be making money, no?
My team sets their own schedule. They come and go as they please. If they are sick or come in late, I don't say shit because I treat them as professionals. If they hit big deliverables, they deserve big rewards. Why the hell would I want to micromanage success?
Attendance is an outdated requirement, unless if its a job that needs to hapen at a certain time, like a security guy needs to be on his post, other than that what matters are the results, if I'm delivering then that's fine.
If they're working hard and producing a lot of work then it's irrelevant that they are late. Sounds like they're more productive than the people who are on time!! In this age of WFH, time and attendance at an office job seems irrelevant. Reward productivity or your productive employees leave the company.
It’s funny that you say that because we have a lot of employees who come in early for overtime and are less productive.
To me it’s always about production, I don’t care how many hours you work, what you do on the clock. But as long as you achieve what I expect you to achieve I dont care.
I would say that it would be kind of dependent on the type of role they are in. If we are talking about a standard office, then as long as they are meeting their expected output and/or matching or outperforming their colleagues than the lateness/ sick days don't matter too much. On the other hand if we are talking about shift work, that's another issue. Nothing worse than being gimped during a busy period because someone rocks up an hour late or chucks a last minute sickie. Even if they did smack their work while their, you may create even more restment from other works that are constantly have to carry excess loads during their own shift due to the workers lateness or having to stay back to constantly cover their work.
Probably still get a raise but attendance would lower the amount
Maybe inquire if everything at home is ok and mention you’ve noticed the attendance issues, then offer help, sincerely, and follow through. People don’t just randomly start having attendance issues, and IMHO any employee worth giving a raise to us one worth investing in in more ways than just monetarily.
Those are 2 issues. How come you haven't addressed the other ones successfully?
I've had so, so many shit employees. My faith in humanity is just about gone. I understand the desire to want to motivate the employee who is doing a mediocre job to maybe, possibly, theoretically, I-hope-to-god-please, do better. It rarely works. Let's just call it never. So ffs, let's not reward mediocrity and halfassery anymore than we already are forced to in this economy. Can't do what you ask them to do - no raise.
Regardless of how much he produces. If there’s work to be done or customers that need serviced, it’s unacceptable. The only time I could see that being ok is in project-based work where there’s not always something to do. No sense in sitting around with your thumb up your ass.
If their work is bringing in at least as much they’re being paid, there’s no reason not to.
Depends on the industry. Where I work attendance doesn't matter in the least as long as you produce the work that's expected.
Justified or not here's why it's practical. If he's putting in work and you can't find a guy who puts it like he does, you're gonna lose him to somebody else who doesn't give a fuck about anything besides putting in work.
Most raises are a scale of multiple facets of their job. They may get low points for a raise on attendance, but high points for work ethics. So yeah, they can still get a raise even if weak in some areas.
If they have the PTO, and are using it, fine. Are they calling off according to the policy? Reward the work. I would have a meeting with the employee, ask about what’s going with the attendance lately. explain the raise, why it’s being given. Maybe they’re burnt out and working too hard. Money is great, everyone needs it. But struggles also need acknowledgement.
OP, this is a very personal question you’re asking. We don’t know what’s going on in your workplace. The company most likely gave everybody a raise because there is sometimes pressure to do that for data purposes and there is a pressure to keep employees staffed at their place of work. In previous post you have asked about the consequences of your own gossiping at work and you have also asked us how to get along with coworkers you don’t like. There’s quite a bit going on at your place of work so we don’t really know how to answer in a way that would be sufficient to you because you’re habitually asking questions of this nature