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1 min late = NCNS (No Call, No Show)
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<blockquote data-quote="zubenelgenubi" data-source="post: 3357637" data-attributes="member: 63706"><p>I agree that treating employees as actual people is the best way. Sitting down and talking with them, figuring out why they are having problems, and making sure they understand why showing up on time is important, helping them develop strategies to meet expectations, and getting their commitment to meet expectations are what I would start with. I believe that would be enough to get most people in line.</p><p></p><p>There are those special cases who would refuse to improve, that's when you go through the disciplinary steps. If you've done all that, and still have to terminate someone, it's not a failure on your part. If you use tactics such as the ones the OP describes, it fosters resentment and a lack of trust between workers and management.</p></blockquote><p></p>
[QUOTE="zubenelgenubi, post: 3357637, member: 63706"] I agree that treating employees as actual people is the best way. Sitting down and talking with them, figuring out why they are having problems, and making sure they understand why showing up on time is important, helping them develop strategies to meet expectations, and getting their commitment to meet expectations are what I would start with. I believe that would be enough to get most people in line. There are those special cases who would refuse to improve, that's when you go through the disciplinary steps. If you've done all that, and still have to terminate someone, it's not a failure on your part. If you use tactics such as the ones the OP describes, it fosters resentment and a lack of trust between workers and management. [/QUOTE]
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