Problem Employees Tardiness

Many hardworking employees have a tendency to be habitually late.

When dealing with employees who come in late routinely late, says use your judgment:

  • Unless being on time is crucial to your business, you need not bring up the tardiness issue with your employee. "Your employee will appreciate your tacit understanding and take it as a sign of your trust in them."
  • However, if you’re one those businesses that operate like clockwork or if coming in early is a matter of security, then you must bring this matter up with your employee immediately. 

Tardiness is contagious

Of course you also have to consider an employee’s habitual tardiness’ effect on other workers. Your other employees who always report for work on time may feel demoralized and, coupled with a lack of reprimand for habitually late employees, may influence others to do exhibit the same tardy behavior.

Where to draw the line on tardiness

Most companies have employee handbooks which lists down their attendance guidelines corresponding admonition. If you run your own business, suggests that if an employee is "ten or more minutes late more than five times within a given month; it’s time for a brief chat."

Talking to employees about tardiness

If your employee’s job performance is satisfactory in all other aspects, address his habitual tardiness by first acknowledging quality of his work performance, and then inform them that you have to draw the line somewhere, and that you expect his tardy behavior to improve. Tardiness problems usually improve after a mild reprimand, and that you may stick with this approach, unless the situation is a bit extreme. For such cases, a more severe admonition is called for.



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