Formulating company policies to prevent lax discipline cannot be simply handled based on regional characteristics, but should be based on the principles of fairness, rationality and comprehensiveness to formulate general policies and effectively implement them. Here are some suggestions: 1. **Clear rules and regulations** - **Work discipline**: Detailed provisions on attendance time, leave procedures, penalties for lateness and early departure, etc., to ensure that all employees are clearly aware of the time norms for daily work. - **Code of conduct**: Formulate employee behavior norms within the company, including words and deeds, communication methods, teamwork requirements, etc., to advocate a civilized and professional working atmosphere. - **Workflow and specifications**: Formulate clear and standardized processes and specifications for each job, requiring employees to strictly follow the process to ensure consistency in work quality and efficiency. 2. **Establish a supervision mechanism** - **Establish a supervision position or designate a special person**: Responsible for supervising and inspecting employees' daily work discipline and behavior, discovering problems in a timely manner and reminding them to correct them. - **Combining regular inspections with irregular spot checks**: Regularly carry out comprehensive discipline inspections, and at the same time conduct irregular spot checks to increase the randomness and deterrence of supervision. 3. **Strengthen training and communication** - **Onboarding training**: When new employees join the company, the company's rules and regulations and corporate culture are introduced in detail to ensure that they are clear about the company's requirements and expectations from the beginning. - **Regular training**: Regularly organize discipline and professional quality training to strengthen employees' awareness of discipline and professional ethics, and constantly remind them of the importance of complying with regulations. - **Smooth communication channels**: Establish open communication channels, encourage employees to ask questions and make suggestions on policies, processes, etc., and promptly answer employees' confusion to avoid disciplinary problems caused by misunderstandings. 4. **Performance evaluation and incentives** - **Clear performance indicators**: Incorporate compliance with discipline, work attitude and other aspects into the performance appraisal system, and set clear appraisal indicators and weights. - **Incentive measures**: Reward employees who comply with discipline and perform well, such as bonuses, promotions, honorary certificates, etc.; impose corresponding penalties on employees who violate discipline, such as warnings, fines, demotions, etc. 5. **Corporate culture construction** - **Emphasis on discipline and teamwork**: Through various channels such as internal corporate publications, bulletin boards, meetings, etc., publicize the importance of discipline for team and individual development, strengthen the spirit of teamwork, and let employees understand that compliance with discipline is the basis for achieving common goals. - **Setting positive examples**: Recognize and publicize the deeds of employees who abide by discipline and perform outstandingly, play the exemplary and leading role of role models, and encourage other employees to learn from them.