Circumstances may justify employee tardiness.However, if slow Ongoing, management must take action to ensure and promote punctuality within the team.
What if the worker is late?
However, unforeseen circumstances, clumsiness or personal difficulties may cause staff to be late. These are usually isolated cases that do not affect colleagues or management. For example, an employee may be late due to a dead battery, a flat tire, or a domestic emergency.
As long as delays don’t become a habit, management can be flexible. When it becomes a habit, it becomes a problem. Being late costs the organization and sets a bad example for employees.
An employee who is five minutes late every day for a week doesn’t lose only thirty minutes. The damage to the entire work system and the way of thinking of other employees already in the field is almost immeasurable.
Companies pay employees for idle time. If employees’ delays are not commented on, more employees may follow suit. It seems unfair that the people who organize affairs are on time for work when team members are late. This can cause others to appear disappointed or discouraged on time.
How to deal with employees who are constantly late
Recognizing and addressing worker tardiness is critical to avoid fostering an unprofessional culture. While occasional tardiness is typical for most employees, persistent tardiness is detrimental to both business and employee productivity. Before the pandemic and work-from-home protocols, corporate behavior was more clearly defined.
These days, because of the lag issue, I might focus on productivity and the possibility of having this person work from home to stop others from stealing productivity.
Here are some tips for dealing with chronically late employees:
1. Act fast
Notify staff if you observe a pattern of late arrivals. The sooner you start talking about it, the better you’ll be able to point out that the behavior is inappropriate at work and convince employees to stop.
2. Set clear expectations
When dealing with employees who are often late, be clear about what needs to be changed and your plans for the future.
Explain what being on time means to you and the company (arriving ten minutes early). Present facts that support your point, including dates and times. Avoid using ambiguous or subjective phrases that confuse the issue.
Sometimes I set clear expectations for everyone in meetings — and let peer pressure lead the deceased to comply. It usually helps to address the first members of your team with some praise. “Okay Suzy – I know you’re half an hour early and I appreciate your effort.” You are the best! For the rest of you, five to ten minutes ahead is fine.
3. Late Policy
Include expectations for the start of the workday, and the number of times employees are late (if any) before becoming an actionable violation in the handbook or company policy. If delays persist, please describe penalties. It is also a good idea to let employees know in writing that you have resolved the issue and consequences. Be sure to include any disciplinary action.
Always do this step without an audience. Through painful experiences – I’ve found kindness and understanding work best – any disciplinary action can affect the entire team. We usually ask the manager to fix the problem first.
Although you should recognize the chronic lateness of your employees, you don’t need to know why. Allow employees to choose how much information they disclose when you meet in private. Take what they say. This protects their privacy while preventing them from being late for work.
5. Set common goals
After discussing the employee’s delay, including your expectations and possible penalties, encourage them to set personal goals and objectives. For example, if lateness is unavoidable, they may be advised to shorten their lunch break. Feed them back on their goals and suggestions to help them reach and exceed their goals. Ask team members to add their goals to their calendars. Sometimes a notification in their calendar helps.
6. Be vigilant
Regular accountability and encouragement can help employees move away from late behavior. The best way to prevent such accidents is to follow your goals. Encourage and encourage them while emphasizing the importance of being on time.
7. Praise for better riding
If you see progress, praise the employee. It is recommended to do this alone so as not to draw attention to the reasons for the improvement. If possible, praise the employee as soon as you see the difference the next day— Stay on time.
8. Observing and recording discussions
Record any meetings with staff about being late.This clear up misunderstandings. Knowledge is ordered and precise if you write it down instead of memorizing it. Document the procedures you take to detect and resolve problems and any positive improvements in employee behavior. Add it to the employee’s HR file.
Start the point system
Yes slow Always an issue for a particular employee or others, a clock system can benefit all employees. All parties can use and monitor digital applications and software. A points system can also be used to combat chronic lateness.
10. Start the day with a meeting
Early morning meetings may encourage employees to arrive on time. It can also help you get through the rest of the day.If you can’t do it every day, choose Monday or Friday Can help in the morning.
11. Review performance on time
consider in a Grade For workers who struggle to get to work on time. A quarterly review process is available for issues that require quick resolution. Do you need more free time? If your company policy allows for frequent lateness, consider flexible working hours. Have them arrive in 15 minutes and work in 15 minutes.
This solves the persistence problem of delayed delivery. Furthermore, it promotes mutual respect, understanding and efficiency. If you offer one employee flexible hours, consider offering them all.
What should workers do if they are late
As a manager or leader, you need to communicate your expectations to your employees. This includes letting them know what to do if they are late. Here are some ideas for communicating delays with workers:
If employees are late, they should contact or text their supervisor. Then the boss doesn’t have to worry anymore and can get to work.
when an employee informs his Director They will be late, please ask for an approximate arrival time. This indicates that the person intends to go to work as soon as possible.
Let employees know they must meet deadlines, even if they are a day late. Having multiple elements (showing up on time and having work to do) may require employees to adjust their routines or prepare to arrive early the next day.
Image Credits: Andrea Piacquadio; Pixels; Thanks!
How to deal with late employees originally appeared in calendar go through Howie Jones.