Let’s all talk about ways to manage the daily shift workers in the factory

A portion of the salary is based on an assessment of workload, in order to reward those who work hard and hold back those who are lazy.

Why are day laborers lazy? Is it because the pay is too low? If the wage is acceptable, if the day laborers don’t work properly, then fire a few of them as a warning to the others.

Those who have been to the site know that day laborers are actually quite rare these days. What was mentioned upstairs probably refers to those with higher skills who are paid on a daily basis; they are likely skilled workers. In such cases, it’s difficult to assess their performance, as they have the skills and don’t really care whether they work there or not. In some places, they are allowed to work elsewhere. So, to deal with this situation, first, the factory should establish a reasonable construction plan and assign tasks to individuals, offering rewards for those who complete their work ahead of schedule and imposing fines on those who fall behind, thereby boosting responsibility and motivation. Second, one needs to gain authority from the boss; otherwise, who will listen to you? Third, it’s important to build good relationships with the day laborers. If those relationships are strong enough and they treat you like a friend, they will be more restrained in their behavior and will work harder, showing respect for you. This requires patience when necessary, determination when needed, and flexibility in handling things

For this, bonuses should be used; the workload should be distributed evenly, and bonuses should be given based on the degree of completion. I believe the problem will be resolved soon.

Don’t quite understand what a daily wage means? Is it paid by the day? Still working the day shift? Regardless of the type, it’s evaluated based on workload! There can be no equal treatment for everyone, but the system must be rigorous and enforcement must be strict. The salary is low when there’s no work to do, but lunch is provided, understand? By the way, are there any supervisors among the day workers there? If there are brothers on the forum who can help you figure it out! :lol

I am in charge of project budgeting and supervision at a company. Whenever the company needs to carry out tasks such as renovating meeting rooms, repairing air compressors, or conducting high-voltage tests, it has to hire external contractors to do the work; I’m responsible for preparing budgets in advance and overseeing the construction process. In the decoration industry in the south, companies usually look for contractors only after they have a project to undertake. Due to regular cooperation, there are several teams that work consistently with these decoration companies – one team for civil engineering work, another for electrical installation work. Each team has its own foreman, and they decide in advance how they will carry out the work, whether by contracting the entire task, just the labor, or both. The decoration company only needs to assign an on-site manager to oversee the work 24/7. If any problems arise, the manager can call the contractors to urge them to fix things; if that doesn’t work, the entire team is replaced. It’s likely that those teams won’t be used again in the future, or if their capabilities are found to be insufficient on site, the entire team will still be replaced. But eventually, the company will still turn to them for work. If possible, why not abolish all the infrastructure in your company and keep only a few key staff members to handle emergencies? Why not try following the model of those decoration companies in the south? That’s exactly what my company does – it handles almost everything related to infrastructure work. After all, each repair tool can be different, and you can’t possibly buy all the tools that might be needed, right? This post was last edited by rikes on 2009-4-17 13:49]

For long-term employment, a base salary plus bonus system is used. Without bonuses as a motivator, relying solely on a fixed salary does not allow for effective control over temporary workers who are not on a permanent contract. Anyway, if it were you, how would you think about it? By putting yourself in their shoes, you’ll come up with good solutions. Hiring a supervisor isn’t either a solution – no one wants to work as a supervisor without the authority to decide salaries, and no one will listen to them. The market isn’t a classroom; it’s linked to the economy.

Thank you all for your enthusiastic responses. We have already used the method mentioned by the person on floor 9 – we have small contracting teams with whom we work on a long-term basis. However, there are some minor tasks for which it’s impossible to determine a price, such as occasional road repairs. So we have a daily wage crew to handle those small jobs; basically, the factory always has such tasks to carry out every day. Most of these tasks come suddenly, and in many cases they cannot be scheduled in advance, which leads to an overload of workers. Some people work very slowly, while others take breaks while working, so management becomes a problem