Excessive Tardiness can hurt morale and decrease productivity.
When we first hired Steve, he was always on time, it was very refreshing not to have to deal with the subject of excessive tardiness, especially since some of the employees that we have hired have really had an issue
with this. The management team was really impressed with Steve’s professionalism in the area of being on time.
Steve was also a good producer in other ways to. His projects came in ahead of schedule or on time at the very latest. And then after a few months Steve started coming to work late on occasion. We did not think much of it because his work ethic for the most part was still exceptional.
But as time went on Steve’s tardiness continued to happen more and more often until we now have an issue with Steve and excessive tardiness. The question now is what can we do? Other employees are also starting to follow Steve’s lead and the time has come to correct the matter.
We understand that from time to time every employee can have a ligament reason for being late to work but what we are no experience is the issue of excessive tardiness, and this problem is now begin got affect the company’s performance an production.
Below some ideas that employers may want to give consideration as they face the challenge of dealing with employees who are constantly late to work more than what is acceptable.
1. Communicate with the problem employee. Let them know that the behavior is not acceptable and also that the behavior is causing other problems that the employee may not be aware of.
2. If the Excessive Tardiness continues take the time to address the matter in your Employee Handbook. When doing this make sure that you don’t encroach on the employees’ rights for taking legitimate time off. Make sure to check with both State and Federal to be sure you are not setting your company up for an employee lawsuit by violating the rights of the employees.
3. Documentation is key. Make sure that you have a record of every time that the employee is late. This is especially important since excessive tardiness is subject to interpretation. This being the case it is wise to set a limit and then establish the limit in the Employee Handbook.
4. For the purpose of protecting your company from an employee lawsuit go out of your way to attempt to rehabilitate the employee. Also, don’t rush to conclusions, make sure that you really do have a problem instead of just a blimp on the radar screen.
5. Make sure that you demonstrate respect for the employee privacy by having these conversations in a private setting.
6. Encourage and then reward good or improved behavior. Good employees are hard to find so if you can fix the problem you are miles ahead. My mother used to say that you can attract more flies with honey than vinegar.
7. Not only should you reward good or improved behavior but you should also outline the consequences should the behavior not improve.
8. Last but not least make sure that you are impartial when you enforce your policies. Remember there good be a good reason why the excessive tardiness is occurring. Perhaps the employee is facing a medical challenge, or maybe someone in the family is. So be fair, be practical, and be willing to believe the best until proven otherwise.
If you should have any questions at all we would like to help you work this out. Give us a call we love questions.