Smart Benefits: Tips to Address Tardiness
Monday, December 31, 2018
- Have a mechanism in place for tracking late workers. Many employers lack a good system for keeping track of tardiness. But without documentation of exact dates and times, you may end up with a “he said, she said” situation when raising tardiness with employees.
- Decide what’s important and what you will and won’t accept. As a company, you need to decide what’s acceptable. Many employers, for instance, believe that getting to work on time is less important than a job well done. In that case, you may want to be more flexible. But if the lateness is causing the employee to miss meetings or affecting others’ ability to get work done effectively, you may need to clearly address the issue.
- Be clear about expectations and consequences. In some cases, employees are chronically late simply because they can be. If tardiness is a problem, you may need to change the tone in the workplace. To do so, set expectations for punctuality and record them somewhere that they’ll be seen often – not just in the employee handbook. And be sure to determine a clear progression of consequences such as one verbal warning, one written warning, an HR write-up, or other response.
- Adjust schedules when possible. If you notice a pattern in an employee’s excuses for late arrival, like running into traffic after dropping kids off at school, consider adapting their schedule to foster a work environment that benefits you both.
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