In daily life, everyone may have some personal matters, so it is normal to ask the company for leave occasionally, but some people actually often ask for leave with the leader, how to deal with the employee who asks for leave for three days?
1. If the employee does have a legitimate reason, the leader still understands and treats such employees more tolerantly.
In addition to work, everyone has their own life, in life will inevitably encounter some things to deal with, if it is on a working day when you need to deal with some things, then you need to ask the leader for leave, at this time, most of the leaders are more understanding, under normal circumstances, will approve such a holiday.
Second, such employees will not be reused.
Some employees do not ask for leave when they have something, but they don't want to go to work when they go to the leader to apply for leave, and even often lie, lying that they have something, or even lying that they are not feeling well, if it is once or twice occasionally, they may not be noticed by others, but often do so, they will definitely be discovered by others, and the leader will also pay attention to such people, for such employees, the leader will not reuse. At the same time, such a person will also leave others with the impression of being cheating and cheating. Although I may have played some clever tricks to make myself more casual and willful, it is not beneficial for my long-term development. Because no one will really trust him.
3. Find opportunities to talk to employees who often ask for leave.
After all, every company is for the purpose of profit, everyone has their own division of labor, if someone asks for leave, what this person needs to do needs to be done by others, which is unfair to others, this kind of people are more, and it will also be a great obstacle to the development of the company. Therefore, the leader may find an opportunity to talk to this kind of employee who often asks for leave, understand the real reason for his leave, and then decide how to deal with the employee's leave in the future.
How to deal with employees who take leave for three days and how to solve this problem?
1. Communicate with employees and tell them that frequent leave will affect their work.
No boss wants his employees to "fish for three days and dry nets for two days", and if employees often take time off, it will discourage other colleagues and affect the entire work process. Some employees do not take their work seriously and often ask for leave for some trivial things, such as having relatives in their hometown and treating them well; Attend a friend's wedding reception, etc. The boss should talk to the employees and tell them that they can only achieve something if they work hard.
Second, if the employee's work is too easy and there is nothing to do all day, the workload can be increased.
Sometimes the company has relatively little business, so many employees do not have enough workload. If employees have nothing to do all day and no work to do, they will also take time off work frequently. In this case, the boss can think about whether the company really needs so many employees. After all, if there is less business, it will also affect the overall efficiency of the company, which in turn will affect the income of employees. Therefore, the boss should also find ways to increase the company's business volume, so that employees are busy, the income level will naturally go up, and everyone will not be willing to take leave casually.
3. Formulate a sound reward and punishment system, if employees do not follow the system to do things, they will be punished accordingly, and I believe that employees will be restrained.
Some employees often ask for leave because they are unwilling to go to work, and Chen Jia is also a lazy performance. Therefore, for the sake of fairness, the company should develop a perfect leave system, such as setting up a full attendance award, and rewarding a relatively small number of employees now, so that in the face of money, these employees will also consider it before taking leave. After all, no one wants their income to be much lower than others. Moreover, employees who usually ask for leave for no reason should also communicate in a timely manner, understand the situation, and try to eliminate the situation of asking for leave at will.
Frequent leave of absence can seriously hurt the productivity of a business, and managers cannot afford to let this phenomenon go unchecked and must take immediate action. Next, I sorted out the relevant content of how to deal with employees' frequent leave, and I hope you like the article!
Although it is inevitable for employees to take time off, if an employee always takes time off twice every three days on the grounds of illness and something that needs to be resolved, it cannot but be suspicious. If managers let this phenomenon go unchecked, there will be more and more cases of leave requests, and frequent leave requests will become commonplace. Therefore, managers must take effective measures in time when they encounter this phenomenon.
Performance-based pay
If you take 6 to 8 days off a month in addition to your normal vacation, of course, you have to talk to the employee. As for whether the head of the department should talk to him or HR in person, it is better to let the head of the responsible department talk first, and it is better for HR to talk later. Employees do have something to do, and they can be forgiven, if they are not busy with personal matters, can they go to the company to work overtime? After all, it's still about work. Leave can be linked to performance and salary, on the day of personal leave. The salary will definitely be gone. You can also set a full attendance bonus in your salary. As for the performance award, the company can stipulate that the vacation (including personal leave, sick leave, paternity leave, maternity leave, marriage leave, bereavement leave, excluding compensatory leave and annual leave) exceeds 6 days within one month, and the performance award is not enjoyed in the current month. Personal leave of more than 15 days in a year will also be linked to the year-end bonus
Explain the leave policy
Explain to employees that the rules for asking for leave are best when they are just hired, so that they can benefit the manager's management in the future, and never wait until there is a problem to take measures. At the same time, when discussing leave with employees, they should explain each point in detail and ask if there is anything they don't understand. This prevents employees from telling you "you didn't tell me at the time" when you ask for leave in the future.
Set up a perfect attendance award
Full attendance is a way to motivate employees to show up on time:
One is monthly, 500 yuan per month (according to the nature of the company to decide how much the monthly full attendance is), one day of leave within a month and within one day is not deducted, late arrival and early departure 3 times according to one day, the cumulative leave of 2 days deducted 50%, the cumulative leave of absence full 3 days deducted all, this can be reflected in the monthly salary.
Second, at the end of the year, in addition to the year-end bonus, there will be an additional reward for attendance throughout the year, depending on the one-year leave, no more than 5 days of reward 2000 yuan, no more than 10 days of 800 yuan, more than 10 days of none.
