I started my business three times, and now I am 64 years old, and I am still the boss of two companies: Vietnam Telford International Industry Co., Ltd. and Vietnam Yuejie Industry and Trade Co., Ltd.
Yes, I am in Vietnam.
My two companies are different in nature. Telford is a foreign-funded enterprise registered for me as an investor in China, and Yuejie is a domestic-funded enterprise registered in the name of a Vietnamese partner, but the actual controllers are myself and my wife as the largest shareholder.
My company never clocks in. At present, two Vietnamese companies don't punch cards. In the past, when I was a company in China, I was determined not to set up punch cards.
Indeed, every morning, some of my employees come early and some come late, and late things often happen.
I'm not worried at all.
Why should the boss be afraid of employees being late?
In fact, the main reason is that it may delay the company's work because of being late, which will affect the business development and the risk of affecting the company's business income.
Of course, there are also reasons such as company image, boss authority and employee habits.
But I'm still not worried.
Because although my employees are late, as long as I explain in advance that something must be followed up or promoted as soon as I go to work, then the relevant employees will go to work in advance to deal with it actively. So the kind of thing that delays the company's work because of being late will not happen at all.
Our company's discipline in being late and leaving early is lax, and sometimes it even looks sloppy, but basically it is very rare to cause accidents. Because as long as there is no delay or slight delay, but it can be remedied in time, I don't care about employees arriving late and leaving early, and I will pay overtime as agreed for employees who work overtime, so some employees will consciously delay their work and even count overtime.
I like this state that everyone is United.
My wife once strongly resisted this.
This post-80 s strong woman, who is 27 years old from me, has always been hard-working, decisive and quick, and is not afraid of all difficulties in running business. The predecessor of our Viet Jie company was that she worked hard alone in Vietnam. At that time, it was called Vietnam Wujun Industry and Trade Co., Ltd., which was founded on 20 1 1 year.
I founded Telford International in 20 16, and reorganized Wujun Company in 20 17.
My Telford International mainly engages in the design, manufacture, installation and maintenance of environmental protection projects such as ventilation, cooling, dust removal and waste gas purification, while Yuejie Industry and Trade focuses on the import and export of hardware tools, grinding consumables, mechanical spare parts and engineering materials.
Because of my wife's strong opposition, I authorized her to implement the punch-in system in Yuejie Company, while I still implemented the limited discretionary attendance system in Telford International.
In less than half a year, she compromised with me. At present, our two companies have no attendance mode of punching machines.
Because of the use of punch cards, employees' working hours are indeed greatly restricted, and the phenomenon of being late is very rare.
However, employees usually bring breakfast to the company to eat because they are in a hurry to punch in, or even personal affairs such as combing hair, making up and inflating motorcycles are done after punching in.
My wife is naturally very dissatisfied, so she has criticized and educated her employees many times.
Of course, employees know that this is their own fault, so they also accept the criticism of the boss's wife and try their best to handle private affairs well before going to work.
But at the same time, there is another headache for my wife: do you want to work overtime because of the delay in getting off work?
After strict attendance management in Yuejie Company, employees get to and from work on time. However, since you have to deduct the corresponding salary for being late, you have to pay the corresponding overtime pay for overtime work, which is fair to both the boss and the employees.
As a result, employees often postpone work because they are still dealing with business when it is time to get off work, ranging from a few minutes to more than half an hour. Accumulated in one month, every employee of Yuejie Company has no less than one hour of overtime, and even more than one month of overtime 10 hours.
I asked my wife how to deal with it, and she said that some things could have been done in the office, and they should not be paid overtime because they were inefficient and delayed until after work.
Ok, so now the problem comes: the punching machine is mechanically controlled, inflexible and there is no difference, so it is absolutely fair and will not be resisted by employees when it is implemented; And to determine whether employees' working efficiency is low, or to what extent, or normal, or high efficiency, these indicators are artificially controlled, and artificial control is not as absolutely fair as machinery. Even if the subjective desire of the controller itself is fair, the controlled party can still feel that it is being treated unfairly!
One is a rigid quantitative indicator, and the other is an artificial indicator. When these two indicators are mixed together, it is meaningless to actually equal the rigid quantitative indicator.
In other words, according to my wife's statement and method, whether employees are late for work is rigidly quantified, which is no problem and acceptable to everyone; However, whether employees work overtime after work is not decided by the punch card machine, but by the manager's word. At this time, the punch card machine becomes redundant.
If a company adopts mechanical quantification in the standard of punishing employees, but at the same time adopts the method of boss's random feeling in the standard of replacing employees' overtime pay, it will not be a harmonious and happy company.
Moreover, even if the boss has a good personality, he can really make a bowl of water even, and he doesn't have so much time and energy to finely calculate the workload for employees every day. Take ten thousand steps back, and the boss is willing to spend these energy and time. Isn't the labor cost that the boss spends for this not the company management cost?
I calculated an account for her: if you give the employee a buffer within half an hour at work, his psychological comfort will be improved ten times and one hundred times, and at the same time, his anxiety will be reduced by 90% or even 100% due to various unexpected situations such as traffic jam, breakfast selection, queuing, seeing off the children, flat tire, key failure, and forgetting to bring his mobile phone when going out!
Once in and out, the employee's mental state will make him work more efficiently and have higher job loyalty; The management cost of the boss has plummeted, and the relationship between labor and capital has been further harmonious. As a boss, you only earn money and don't lose money!
Finally, my wife figured it out, and now our Yuejie company has also abolished the punch card machine.
At present, Telford International employees can take paid breaks during the intermission when the engineering quantity is not saturated. And equally, as long as there is no project, the company only arranges business logistics personnel and a class of maintenance and repair personnel to be on duty, and other management and front-line employees don't have to go to work. If they keep in touch with the company, they can calculate their salary according to their attendance at work as usual.
The implementation of this policy makes employees more dedicated to their jobs. In most cases, employees of Telford Company arrive at the company half an hour early when there is a project. Before leaving for the construction site, they prepare the equipment, machinery, tools, consumables, engineering materials and raw materials needed for the construction, and then leave for the construction site when they are ready, regardless of whether the working hours are up or not. Sometimes the construction site is far away, and according to the progress of the construction period, employees even come to the company two hours in advance and then start with tools.
Correspondingly, although the company doesn't calculate overtime for employees who arrive at work in advance, as long as the engineering construction operations outside working hours are recorded by the foreman of the construction team in strict accordance with the actual working hours, the hourly wage is calculated at 1.5 times for the construction that exceeds working hours at ordinary times, at 2 times for the construction that exceeds 9 o'clock in the evening or on rest days, at 3 times for the construction that needs to be carried out on legal holidays in Vietnam and at 4 times for the work that exceeds 8 hours on holidays.
However, Yuejie Company goes to work at 7: 30, 1 1 pm 1 point for lunch, and then 1 point to 5: 00. Because it is a trading company, the working hours are very regular. In a few cases, because customers are in urgent need of goods on site, the company will arrange for shippers to go to work in advance and deliver the goods on time before the customer starts work. In this case, if they go to work in advance, the company will calculate the working hours according to overtime and reissue overtime pay. Sometimes customers only place orders when they get off work and ask for immediate delivery, and the company will also arrange delivery staff to work overtime and pay overtime wages; If the off-duty time of the office study room is delayed due to external reasons, such as financial summary, tax inspection, bank reconciliation, customs clearance, etc., everyone will not care for it within half an hour, and overtime pay will be calculated according to overtime hours.
At present, employees in my two companies are like brothers and sisters to me, and it is basically not my turn to get angry with employees. Even if they make occasional mistakes in their work and cause losses to the company, I don't need to impose financial punishment on the responsible person. The most serious punishment is just the demotion of bonus, the postponement of salary increase, and the cancellation or reduction of post allowance (rare cases).
During the recent epidemic, the company's business came to a standstill, and 60% of employees would rather go home with half salary and wait for their return to work than resign with three months' compensation. As of May 12 today, only two employees of the two companies accepted the resignation arrangement after mobilization.
It is said that Vietnamese people have no sense of responsibility and loyalty to their jobs. Most of the Vietnamese and Vietnamese Chinese in my company have been employees for more than 2 years, and 70% of them were "veteran-level" employees in the founding period, and 6 people have been in our company for the second time.
Therefore, I advise all bosses not to rely on that rigid punch card machine to restrain your employees, because you will lose more if others are absent! Once you have difficulties and need him to pay extra, that punching machine will become the last straw to jam you.