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Smoke Breaks
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Smoke Breaks
Discuss workforce management, performance management, retention, communication, motivation, contributing to business results and other topics.
I currently have a situation with a large group of employees all taking smoke breaks at the same time, thus leaving entire departments unattended. Any suggestions on how to address this issue?
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Forums » Topic Forums » General Forum » Smoke Breaks
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Smoke Breaks
posted at 10/3/2000 6:47 PM EDT
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Posts: 12
First: 9/25/2000 Last: 6/5/2001 |
Hi Nancy. I'm responding to you because I have been through the same situation twice. You probably already know this, but smokers are very passionate about their smoke breaks, and some even think that it is some sort of right. As times changed, and the world turned environmentally conscious, so have the habits and policies, or tolerances of companies. Although, there are still many companies that have yet to tackle the issue of smoke breaks, the majority of workplaces have changed to become more environmentally healthy, and more competitive. Theyve done this by not so much focusing on the subject of smoke breaks, but by enforcing state and federal rules on employee total breaks allowed based on the amount of hours worked. I worked in two places where I had to deal with this issue. In both places, every time someone went on a smoke break, a major recruiting and exodus of smoker employees took place. Unfortunately, some of the employees were management and in that lied some of the inherent problem. Three things to consider; first, where does the company stand on the issue? Second, where does management stand on the issue? and Last, do you mind being the "Bad Guy" for a while. And I say for a while, because it is only temporary that you will be looked at by others with some resentful eyes. Once you decide to take on the challenge, you have two scenarios. One is, are the conditions favorable to reach your goal quickly, and the other is... are the key people who would help ready or willing to support you. The key is to effectively communicate to those who can help you make a change, that you are not embarking on a personal vendetta, but simply attempting to improve the company's productivity and competitiveness. In both cases I was involved fixing this issue, I was successful because I was able to show the pros and cons of simply enforcing existing regulations, and the bottom line positive gain for the company on production and competitiveness. Some of the things that were considered:
Most of the smoke breaks(SB) were not authorized for breaks allowable under state/federal guidelines, most SB were not authorized by departmental mgmt/sprs, SB disrupted workflow-production, deadlines were not met, work not finished by employees who took SB was often passed on to other employees to finish, SB created employee clicks and segregation, smoker and non-smoker employees that did not take SB complained about picking up the slack, teamwork was virtually non-existent, group employee harmony did not exist, customer complaints were at an all time high because no one could be reached on the phone, management complained about not being able to reach employees for reports/critical issues, facilities security was regularly compromised because SB employees would open the back/side doors to go out and smoke, loss preventions was harder to achieve, the company's professional appearance was compromised because of high employee traffic in and out of the facilities, blocking entry ways, inappropriate behavior and comments that clients witnessed, employee referral program was compromised because some referred candidates came into the company not thinking appropriately about production and progress, accounts lost because of poor rep. to client response, morale was affected, management/supervisors were observed wasting time hunting people down outside, etc. One point that I thought I was going to have problems with, was the managers and supervisor that were part of what I consider an abuse of company time and everyones money. But, I was pleasantly surprised because those in leadership positions new that it was wrong and made the right choice to support the change understanding that it was for the good of everyone, and also understanding that they would be leading the way in this change. I made a mistake by being vague when I was explaining the rules about breaks to employees, and simply said that no one was to exceed the total break time allowed by state/federal regulations. So, I had one employee tell me that he was not exceeding his time allowed, but that he was just taking his breaks a few minutes at a time. Of course, that meant that he was taking numerous breaks, enough to smoke a pack to a pack an a half per work day. One could easily see that his work was repeatedly interrupted and was one of the reasons why his production levels were half what they should have been. Thankfully, he was not a hostile objector of the new plan, and he went on to admit that he noticed that every time he came back to his desk after a break, it took him some time to get back into things and figure out where he left off. As a result of my vague explanation, I changed my training to say that breaks would be limited to three per day; one 15 min. break in the morning, one 30 min for lunch, and a 15 min. late afternoon (8hr day), with the option to wave the late afternoon 15 min break and take it as a 45 min. lunch break (of course this does not include bathroom breaks). I also explained that any variations would have to be approved by their supervisors (exceptions, not the norm), and that as a team courtesy anyone going on a break would have to communicate this to their team leader in order for leaders to relocate resources. Of course I dont have to tell you that I made a few people not like me, but I know by the results and in my professional assessment that it was the best for the whole organizations. Once the changes took place, at first there was some silence in the departments and even rumors of some people leaving the company. But, all was well after one week, and after two weeks you could feel a new air of interaction, teamwork, and even creativity. In fact and in the long run, even some of the heaviest smokers decided to quit smoking. New friendships developed, the overall professional perception of the company improved tremendously, energies were re-focused onto work and employee programs/company participation, production improved dramatically receiving for the first time in years praise from Home Office officials backed by outstanding reports, etc. It is a fact of life and today's business world, that if the company does well, its employees do well. The workforce makes or breaks the success of company. But more importantly, the company's management fails, not its employees. For more email me at rubenwm@msn.com |
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Smoke Breaks
posted at 10/4/2000 8:02 AM EDT
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Posts: 10
First: 10/2/2000 Last: 12/28/2000 |
ruben-
Thank you for responding in such great detail. I recently started this position (3 days ago) and as one of my first assignments, I have to address this smoke break issue. I know I will be the "bad guy," and I appreciate your insight and suggestions. As I begin to formulate my ideas into a formal format, I'm sure I will contact you for more info. Thanks! |
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Smoke Breaks
posted at 10/4/2000 5:50 PM EDT
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Posts: 495
First: 9/30/2000 Last: 8/19/2011 |
As with any breaks, management has a requirement to ensure operational requirements are being met.
If it is a problem for all to leave at the same time, you need to let them know. Coverage is important, but if the fact that they are going out to smoke is the real issue you need to look at that as well. Don't come down heavy-handed, make sure they all have an opportunity to take their breaks but explain why it is not appropriate for them all to go at the same time. Val |
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Smoke Breaks
posted at 8/26/2003 7:33 AM EDT
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Posts: 169
First: 4/2/2002 Last: 8/29/2007 |
I replied similarly in another thread: You need to deal with the break issue, not the reason for the break. So as not to single out 'smokers', make sure that other folks aren't dropping out of thier work for OTHER resons, while not on an approved break. This does include PC games (ie - Solitaire, etc.), chat's by the coffee pot/water cooler, newspaper reading or internet usage not related to work. These days, we are far too quick to blame cigarettes on an 'issue'. It's easy to schedule breaks so that coverage is not compromised. |
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Smoke Breaks
posted at 8/26/2003 9:22 AM EDT
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Posts: 53
First: 3/25/2002 Last: 10/4/2007 |
I have experienced a similar situation and we had a fairly easy solution. One 15 min break in Morning & One in the afternoon. No more than 2 employees out at one time. Most smokers had a cigarette before they came to work another one at the morning break, one at the begining of lunch another one at the end of lunch and one in the afternoon break that is 5 cigarettes in an 8 hour period and no one seemed to have an issue with this. Non smokers who wanted breaks i.e personal calls, web surfing etc had the same rules apply. |
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Smoke Breaks
posted at 8/26/2003 12:22 PM EDT
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Posts: 30
First: 5/9/2003 Last: 4/15/2004 |
Nancy, your problem is not people taking smoke breaks. Your problem is managing employee breaks. In our HR-Division we have over 250 people in various departments and every employee is allowed two 15-minute breaks during the day. One in the morning and a second one in the afternoon. We also have a Wellness Program and we encourage people to stay in shape by walking a couple of times around our HR-building during their breaks. This Wellness Program has become so popular with employees that even smokers have given up their smoking to walk for fitness. Good luck and don't isolate yourself from your workforce by blaming this problem on smokers. |
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Smoke Breaks
posted at 9/10/2003 4:34 PM EDT
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Posts: 82
First: 3/19/2003 Last: 5/6/2011 |
A lot of people baby these people and once the laws changed in NYS we had people crowding entry ways outside and the sidewalk. Sales people and customers commented on it. It sets a bad image of the company with cigarette butt's all over the entry ways. Mangement stepped in and changed everything thank god. I really do not think companies do enough. One or two breaks I can see but not 5 or 6. |
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Smoke Breaks
posted at 7/20/2009 8:01 AM EDT
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Posts: 2
First: 7/20/2009 Last: 7/23/2009 |
In addition to the suggestions of others on this forum, I would like to suggest a new and novel approach. This solution works only for the smoker situation, but I hear from managers who have implemented it, that they see clear benefits immediately.
The solution involves allowing the use of electronic cigarettes in the workplace. Most tobacco bans for the workplace do not affect the use of electronic cigarettes. If a smoker were allowed to use e-cigs at their workstation, they can save about 41 minutes per day (the average daily smoke break duration). All it takes to implement such a plan is to adjust a company's policy statement to allow the use of e-cigs. Non-smokers will have a better attitude as well, since many of the arguments between smokers and non-smokers involve fairness with breaks. If anyone else has tried such an approach, please share with the group. James |
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