How to Handle Employees Who Are Always Late for Work

If you have employees that are habitually late for work, you might need to change your policies and procedures regarding tardiness. Learn how here.

On average 6% of employees are late for work. What does this mean for you? It means missed deadlines, unsatisfied clients, and increased frustrations, but there is a solution in sight.

If you’re an employer, it’s likely that at some point, you’ll have to deal with an employee who is constantly late for work. It can be frustrating and disruptive to the rest of the team when someone is consistently tardy.

Here are a few tips for handling the situation that will help set expectations and establish a standard that all employees need to follow.

Read on now and get ready to reduce employee lateness.

Address the Issue

There are a few things you can do when an employee is consistently late.

First, talk to the employee. Find out the reason for the tardiness and see if there is anything you can do to help. Maybe they are struggling with a personal issue, or they just don’t have enough time to get ready in the morning. If you can help resolve the issue, the employee will be more likely to show up on time in the future.

If the problem persists, you may need to take disciplinary action. This could mean a warning, suspension, or even termination, depending on the severity of your problem with them being late to work.

Keep Track of Employee Time

Employee time tracking is an essential part of every business. It can help an employer track how often their employees are late, how much time they’re spending on specific tasks, etc. There are a few different ways to track employee time.

The first way is to have employees track their time themselves. This can be done with a time tracking app or a simple spreadsheet. The second way is to use time tracking software that automatically records employee time. This software can also help employers see how long employees spend on specific tasks.

The third way is to use a time tracking system that combines the first two, but the point is that tracking this will give you the evidence you need to show the employee during your meeting.

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Set Clear Expectations

Employees need to understand their employer’s expectations of them when it comes to being on time for work. Employees who arrive late can cause disruptions in the workplace and can impact their coworkers’ productivity. Additionally, lateness can also lead to missed opportunities and decreased morale.

Employers should be clear about their expectations for punctuality and should provide employees with a written policy that outlines these expectations. Employees should be held accountable for meeting the standards outlined in the policy and should be disciplined if they fail to do so.

Keep Lateness Private

It can be tempting to tell the whole office when employees are consistently late. But before you do, consider the potential consequences. Telling the whole office may seem helpful in the short term, but it could worsen the problem.

When employees feel that their lateness is being publicly shamed, they may start to feel resentful or embarrassed. This can lead to them becoming even more.

Late employees can be a huge drain on productivity and can negatively affect team morale. If you have a problem with someone’s lateness, try to address it privately and diplomatically.

Use Incentives

Employees are more likely to arrive on time for work if they know they will be rewarded for doing so. Incentives can take many different forms, from financial bonuses to special privileges or privileges such as flexible work hours.

In some cases, employers may find that a financial incentive is unnecessary if the other benefits offered are attractive enough. For example, an employee might be more likely to arrive on time if they know they can leave work early on Fridays if they have no late arrivals during the week.

Check-In With Employees

If you’re looking for a way to reduce the number of employees who are late to work, you may want to consider checking in with them regularly. Employees who are contacted by their boss or manager at least once a week are less likely to be late.

For some employees, a schedule where they work from home may be the cause of being late. This may be because they feel less accountable to their boss when they’re not in the office.

Keep Conversations Documented

If an employee is habitually tardy, it is essential to keep track of all your interactions with them about the issue. This will help provide evidence of a pattern of behavior, which can be used if you need to terminate the employee.

Note the date and time of each interaction, as well as what was said. If the employee denies that there is a problem or tries to make excuses, be sure to document those as well. You may also want to keep a file of any correspondence (email, text messages, etc.) related to the issue.

Listen to Your Employees

Employees are the lifeblood of every organization. When they’re not happy, it often shows in their work. Listening to employees and addressing their concerns is one of the most important things a company can do to maintain a productive and positive work environment.

Employees want to feel like their voice matters. They want to know that they can come to management with any issue or concern they have and that they will be heard. Addressing employee concerns is a two-way street.

Employees need to be respectful and understanding of the company’s policies and procedures, and management needs to be willing to make changes to create a thriving workplace environment.

Handling Employees Who Are Late for Work

Handling employees that are constantly late for work can be tricky but not impossible. Ensure you create a system to track their time and speak with them as early as possible about being late.

Are you in need of a time track system that works? Get a quote from Time Trak Systems and start making employee lateness a thing of the past.

Published On: June 3rd, 2022 / Categories: Labor Costs, Point System /