SFA

Hi All,

So we're all in a unique industry...that's why I'm reaching out here on this issue.

In my case this means that I heavily rely on each person I employ. There is no TEAM B. There is no back up. There is no HR department and quick replacement. I don't have time to rework the install or production schedule and if my men can't pick up the slack we're doomed a complete rework of the week.

I understand I need to work around kids needs, emergency, and requested days off, ect. but because I do this I expect there to not be any no shows.

Yet, I still have them more often then I would like.

How do you all handle these situations? Aside from firing and rehiring.

Keep in mind this is a trained employee that produces on a regular basis.

Maybe it's lack of communication.

If you don't have a discipline procedure you need to make one. Most of us can't easily blow off a no call no show but your guys need to know the repercussions should it happen. We do a 3 step process with the final step being termination. It doesn't matter how good one guy is I'd they don't come to work.

Have you defined the difference between Excused Absences and Unexcused?
Have you defined the protocols for what defines an Excused Absence? (ie, types of absences and notification requirements)
Have you defined the actions that will be followed for Unexcused Absences? (ie, three-strikes you're out)

With a well-communicated system in place, an employee who breaks the rules should expect disciplinary action.
If you are failing to follow your own rules (making exceptions) the message that other employees receive is worse than the single rule-breaker. You need to follow through with well defined actions.

There is virtually no reason for a no call no show. At least have the decency to call in. I agree with most, you need a plan. Sit the shop down and explain why its important that everyone show up. Also, how to communicate should an emergency come up and last, what will happen should they fail to call in. The idea here is to be clear but also rally the troops and build a team.

I have to agree with Andy.
The only reason that I would be a "no show or no call" is if I completely did not care about you, the position, or anything remotely called "my job"
When I was 16. I did this ONCE. My pops found out and that was well the last of it.

You need to put a strike system in play. Three strikes and your OUT! Whether the first time is a write up or a day with out pay. The person or individual that chose to not call or show up or whatever the reason may be needs to understand that this job is either important to them or they reap the consequences of their actions.

Thanks for all the advice.

I want to create a strong team/family but it seems we often get divided. Office vs. Installers vs. Fab Shop.

We've had heavy turn over with the lower/entry positions. Which I know is apart of the industry. This work is not for everyone.

I have asked that everyone call or text when they have a problem or situation regarding getting to work. I know life happens.

But I have not implemented a 3 strike policy just considered it implied.

I didn't want to overreact with no tolerance (my 1st impulse) since when they are working there is no other problem and they produce good work.

So far I've been passive with a simple, call me next time...but I'm eating all my other thoughts because I can't understand how grown adults in this economy can feel OK no showing/no calling for work.

stone4life wrote:I want to create a strong team/family but it seems we often get divided. Office vs. Installers vs. Fab Shop. This needs to be resolved as well. Everyone should be a part of ONE team

We've had heavy turn over with the lower/entry positions. Which I know is apart of the industry. This work is not for everyone. Have you been able to pinpoint why you have heavy turnover? We have very little

So far I've been passive with a simple, call me next time...but I'm eating all my other thoughts because I can't understand how grown adults in this economy can feel OK no showing/no calling for work.In my opinion, this is a result of a generation being given too much while expecting little in return. If they are responsible (i.e., have a family to support, etc.,) they need to understand how quick they CAN be replaced if lack of respect for their job becomes apparent.

It's tough to get the right people, especially those who care about their job beyond getting a paycheck. Building the right team takes time and turnover. But as you know already, having a plan in place ahead of time when someone misses should keep everything flowing smoothly. Lack of discipline leads to employees taking advantage of your non confrontational approach. It has happened to me in the past more often than I care to admit.

I've found the one reason for no call - no show is addiction. I give one warning just in case it's something else, then termination. Small shops need bodies. Just went through this.

Mark Plaza
Sjstoneworks@aol.com

Hello,
from this side of the Ocean my personal tip
Instead of a "ticket" for an no show/no call why not create a "prize" for the ones never missing a day....
It means that just anyone of the team will be rewarded apart from the job he is doing (high or low qualified)
I had some experience in large teams and the most difficult issue is create the team....sadly workers are not becoming "family" and if it happens is a real plus to the company
Anyway a rule should be set in place and to state clear that after some unjustified absences a consequence should be waited.

nanni wrote:Hello,
from this side of the Ocean my personal tip
Instead of a "ticket" for an no show/no call why not create a "prize" for the ones never missing a day....
It means that just anyone of the team will be rewarded apart from the job he is doing (high or low qualified)
I had some experience in large teams and the most difficult issue is create the team....sadly workers are not becoming "family" and if it happens is a real plus to the company
Anyway a rule should be set in place and to state clear that after some unjustified absences a consequence should be waited.

I disagree completely!
You get a prize for something that you are paid to do? What workers are you hiring? pre-schoolers? This is just as bad as EVERYONE WINS AND GETS A TROPHY.
I understand this accolade when it comes to something like Cal Ripken Jr, played for the Baltimore Orioles, never missed a game in 2632 games. Now that is an accolade to be acknowledged! I can understand if one of your workers have that kind of streak.

I think even giving a three strike rule is lenient enough!

Just my .02

I like Nanni's idea, using rewards rather than punishment to make a team.

no call +no show= no job

I have an issue with a no call no show and would be tempted to have zero tolerance on this... if you care about your job at all, you will call. I always had pretty good relationships with my employees and the least they should do is text that they won't be in and the details can be discussed later. Now obviously, there are extreme situations, like the employee in the hospital or something, but these can be handled case by case.

At my company, we bought most of our supplies on a reward credit card, at the end of the month we would use them rewards to buy gift cards... it may have been a $10 gas card or a $20 Walmart card or a gift card out to eat. We would give out 2 gift cards at the end of every month, but the only way an employee was eligible for these gift cards was he/she had to have zero absences. These were a small reward for just showing up to work, but my employees really appreciated these gift cards and always tried to qualify! Yes, it is a reward for something they should do anyway, but it also helped them understand how important it was to the company that they show up for work.

Building a "team" atmosphere is huge to your success and whatever you have to do to create it is worth it.

I lost 2 co-workers about 8 years ago. They were in a terrible accident on their way into work. This will forever weigh heavily on my mind, especially when someone is running late and I haven't heard from them. I have no tolerance for no show with no call. You better have a damned good excuse when you do show back up.

I'm a huge fan of the 2 strike policy-- "fool me once, shame on you; fool me twice, shame on me." The reward for doing what is expected of us (& getting paid to do it) is being able to keep our jobs in this volatile economy. I'm not saying that we can't appreciate our employees by showing them that we care & appreciate them, but expect THE BEST THAT THEY CAN DO AT ANY GIVEN MOMENT. And the best that we can do has got to at least ALWAYS include giving our TEAM the heads up that we won't be able to make it into work. Its a given that there are (rarely) extreme circumstances that would prevent us from calling in.

We can all prosper & HAVE FUN; respect is what is missing. Act respecably & get treated with respect. I am so weary of the complete lack of common courtesies (& common sense) these days.

A little bit about myself; so you can understand where I am coming from: I'm 32, female, have a 2 year old son, not a business owner, have three jobs-- granite fab shop, machine shop, waitress. I've always (since I was 7 years old) worked, loved doing it (especially when the product is tangible), & am extremely grateful for ANY job. I presume you could say that I am right on that generational cusp; just glad I fell on the other side of the fence... you know, the one where I wasn't bequeathed with that wonderful sense of entitlement.


Heather Menefee
AGM Stone
Myrtle Beach, SC

It can sometimes be difficult finding the right balance, being a business owner one have to consider the difficulty in finding a replacement and the cost involved.

I agree with points of many posts.
But,

Do you want your employees to hold you over a barrel? Why train them so.?
Do you want to loose the respect (if any) that your employees have of you? Ditto?
Do you want to be what that employee is? What if you do not show up to unlock the building?

No show= No job, PERIOD, GONE NOW!

Lose 1 employee vs losing the respect of all employees. (and yourself?)

Rip the band aid off, only hurts for a second, not forever like the alternative will..

Go to your local Craigslist and look for stone jobs. There are plenty. Why? Because they suck. Low pay, no benefits, etc.

When you're offering a career, a job where if an employee were to become a son-in-law it wouldn't be a bad thing because your daughter had a husband with a future and an ability to support her and their future family, this no/call-no/show wouldn't be an issue in this industry.

Kowboy wrote:Go to your local Craigslist and look for stone jobs. There are plenty. Why? Because they suck. Low pay, no benefits, etc.

When you're offering a career, a job where if an employee were to become a son-in-law it wouldn't be a bad thing because your daughter had a husband with a future and an ability to support her and their future family, this no/call-no/show wouldn't be an issue in this industry.

I completly disagree. This industy is a nessesary skilled trade. And a living can be made if you can learn the trade and ride the waves.

Even if I was volunteering my time and couldn't volunteer I would call whomever was overseeing the event to allow them time to prepare and also to not worry. It's not about money. It's about respect.

This guy was up for a raise but didn't get it. Because although he's learned the trade quickly he can't be depended on.

A classic "Talent can only take you as far as your character will keep you."

Totally agreed. A lot of them just don't know how to appreciate it.