Do you know how HR does when you 'spoof' with some false reasons?

First, think about the reasons why employees don't tell the truth. It may be that the employee is dishonest, but it may be "dare to tell the truth". For example, the company is very strict about taking leave, or the company has been very busy recently, and is reluctant to allow employees to ask for leave to travel or something, and employees really want to ask for leave, so they can only use the excuse of leave.

It is also possible that the reason for asking for leave is a bit sensitive (such as going out for an interview, divorcing your wife, etc.), of course, this kind of thing is not easy to talk about directly, you can only find an excuse to ask for leave.

Do you know how HR does when you "spoof" with some false reasons?

If it is proved that the employee is "deceived" because of a character problem (for example, I met an employee who always said that the old man in the family passed away and asked for bereavement leave), then deal with it according to the company's rules and regulations, even if the arbitration is finally due to dismissal, it must be insisted, otherwise It will ruin the atmosphere of the company.

If it is not a character issue, we must think about whether the company can improve some systems and processes, and do not "force" employees too hard. For those employees who have the tendency to leave, they should ask their superiors to pay attention. Whether it is to retain or find new people to replace them, they must be prepared.

Then, regardless of whether the employee's reason for asking for leave is real or not, HR must conduct a summary analysis, sort out some cases of the number of leaves/long time, and report it to the department head, so that these managers can pay attention to the actual situation of the employees, not only can By attracting attention, you can also find some colleagues who need help, so as to provide some support and let employees feel the care of the company.

Do you know how HR does when you "spoof" with some false reasons?

Also, when an employee takes time off, HR asks the reason for the job responsibilities (though it may involve personal privacy). But pay attention to the way and method, such as don't ask directly in front of other people, you can ask the situation in private. For example, you can ask the employee's colleagues or their leaders to verify the reason. For example, use a very caring tone to talk sideways, and start with relatively safe issues such as "health, family situation, and children's education". Only in this way can we try to avoid employee resentment and put HR's work into practice.