What do you do if a team member consistently arrives late or misses work?

When a team member is consistently late or misses work, it can disrupt the flow of your work environment and affect overall team performance. As a team manager, it's crucial to address this issue promptly and effectively to maintain productivity and morale. You may face the challenge of balancing empathy with the need for accountability, all while ensuring that your actions align with company policies and respect the individual's circumstances. This article will guide you through the steps to manage this delicate situation, ensuring you remain fair, consistent, and supportive as you work towards a resolution.

Key takeaways from this article

Address issues promptly:

As soon as you notice a pattern of lateness, have a private conversation with the team member. This helps you understand their reasons and set clear expectations for improvement.### *Offer flexibility when justified:If external factors like transport issues are causing lateness, consider offering flexible working hours. This shows empathy and can help retain high-performing employees who face occasional delays.

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1 Address Early

When you notice a pattern of lateness or absenteeism, address it as soon as possible. Have a private conversation with the team member to discuss your observations. It's important to express your concerns clearly and listen to their side of the story. Sometimes, there may be legitimate reasons for their behavior, and understanding these can help you find a solution that works for both the team and the individual. Ensure this discussion is documented and that you both agree on the expectations moving forward.

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Kiara C.

Customer Care Manager @ Patchwork
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Addressing your concerns with punctuality and attendance early on is important to ensure your team is aware of the standards they should be working to and giving them the earliest opportunity to change their behaviour. It’s important team members are role models for their peers and exemplify good behaviours.

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Ankit Verma

🚀 Associate Manager - Business Development | Driving Excellence in RPO Solutions | Helping Companies Thrive 🌟 | Open to Networking
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In my experience, I address punctuality issues promptly and directly. I initiate a private conversation to understand any underlying reasons and reiterate the importance of attendance. Collaboratively, we establish clear expectations and consequences, offering support if needed. Consistent communication ensures accountability and fosters a positive work environment.

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2 Evaluate Impact

Consider the impact of the team member's behavior on the rest of the team. Are deadlines being missed? Is there an increase in workload for others? Understanding the consequences helps you communicate the seriousness of the issue to the latecomer and allows you to make informed decisions about how to proceed. It's also essential to assess whether this behavior goes against company policy or if there are any legal implications, such as in cases of excessive absenteeism.

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Ahmad Shady

Experienced Immigration Professional | Award-winning Immigration Law educator | Associate Fellow of the Migration Institute of Australia | NSW/ACT State Branch Secretary of the Migration Institute of Australia
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I take attendance with a grain of salt. In all honesty, would you rather have someone who's always in at 09:00 sharp but their performance is not 100%, or someone who comes in frequently late but performs 110%? Look for performance and results first. Nitpicking on high or exceptional performers for slight tardiness is the best way to lose those high performers to your competition. Flexibility matters a lot. Some people are not early bird types but can still be top performers. Now, if the tardiness is accompanied by performance issues, I would have a chat with them. Ask all the pertinent questions. Maybe they are going through some issues at home or otherwise. Be careful not to be intrusive but find out and offer help if possible.

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Deborah Masih

Migration Agent
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Whilst being on time is important there are factors to consider that are outside the employee's control. Trains being cancelled at the last minute or running late. Buses replacing trains that make the journey longer. An unanticipated emergency. Of course if the employee is consistently late that raises concerns but be prepared to listen and offer some flexibility. As others have said sometimes an employee who is consistently late maybe a good performer when at work. Take each case on its merits and don't be quick to judge.

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3 Offer Support

Offering support is a key step in handling this situation. Determine if there are any adjustments or resources that could help the team member improve their punctuality. This might include flexible working hours, assistance with time management, or addressing personal issues that may be impacting their performance. By showing that you're willing to help, you foster a supportive work environment and encourage the team member to take responsibility for their actions.

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4 Set Expectations

Clear expectations are critical for ensuring that the team member understands the seriousness of the issue and what is required to resolve it. Outline the specific changes you expect to see, such as improved punctuality or better communication about absences. Establish a timeline for these improvements and make sure they are aware of the consequences if their behavior does not change. Consistency in enforcing these expectations is key to maintaining team discipline and fairness.

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5 Monitor Progress

After setting expectations, it's important to monitor the team member's progress. Keep track of their punctuality and attendance, providing feedback along the way. If there is improvement, acknowledge it. This reinforces positive behavior and shows that you are paying attention. If there is no improvement, you may need to take further action, which could range from additional support to formal disciplinary procedures.

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6 Enforce Consequences

If the team member fails to meet the agreed-upon expectations despite your support and clear communication, it may be necessary to enforce consequences. These should be consistent with company policy and may include formal warnings, a performance improvement plan, or even termination in severe cases. It's important that these measures are fair and documented, and that the team member is given an opportunity to discuss them.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Jeff Hunter

Strategic Communication Scholar, Assistant Professor, and Consultant. Research Interests: Strategic Communication, Political Communication, Rural Studies
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Consider that you might not be the appropriate person for them to talk to about the issues causing their lateness or inability to change their behavior. There may be issues involved that they are uncomfortable or incapable of sharing with you because of power dynamics, differences in race or gender, or cultural or religious sensitivities. Sometimes people will even lie or agree to performance improvement plans they know they cannot meet to avoid revealing these things. In this case, look for alternative methods of support.

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Vishnu Sharma

Talent Strategy & Solutions - Human Resource@IBM Consulting, SHRM-SCP , SPHRi
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If absenteeism becomes a recurring pattern, it warrants attention Have a conversation with the individual to understand the challenges they are facing in relation to their absenteeism Additionally, examine past data to identify patterns and analyze the underlying reasons. This holistic approach can provide insights into whether the individual consistently misses work, faces skill-related issues, lacks adequate support, or is experiencing personal crises Based on the findings, work collaboratively to find solutions aimed at supporting the individual in improving their attendance, rather than resorting to punitive measures With the right support & approach, employees demonstrate a positive attitude & willingness to perform at their best

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What do you do if a team member consistently arrives late or misses work?

1

2

3

4

5

6

7

1 Address Early

2 Evaluate Impact

3 Offer Support

4 Set Expectations

5 Monitor Progress

6 Enforce Consequences

7 Here’s what else to consider

Team Management

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What do you do if a team member consistently arrives late or misses work?

1

2

3

4

5

6

7

1 Address Early

2 Evaluate Impact

3 Offer Support

4 Set Expectations

5 Monitor Progress

6 Enforce Consequences

7 Here’s what else to consider

Team Management

Rate this article

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