Lateness is a problem that employers deal with daily. While an employee will occasionally report to work late, it becomes a serious matter if the behavior becomes the norm. Lateness affects the operations of an organization. There should be an effective human resource policy detailing the expected code of conduct as well as the repercussions for breach. A disciplined workforce ensures that the organization's objectives are achieved. Employees should be made aware that reporting to work late is not acceptable.
Find the Root of the Problem
Arrange a one-on-one conversation with the employee. During the meeting outline the company's policy on lateness and explain to the employee how lateness disrupts operations in the workplace. Employees work as a team, and if a member of the team is always late, the team's performance and output is greatly affected. This ends up affecting the overall performance of the company. Inquire from the employee the reasons he is always late and use the meeting to find a lasting solution to the problem. Establish clear and measurable goals that the employee must achieve. Document the conversation for future reference.
Probationary Period
Place the employee under probation. Explain to her that her attendance will be under assessment during the probation period. Inform the employee that the assessment will be honest and fair and dependent on her reporting to work on time. Successful completion of probation will lead to reinstatement, while failure will lead to further drastic disciplinary action.
Alternative WorK Schedule
Some employees may always be late due to unavoidable circumstances such as child daycare issues or having to drop off their children at school every morning. Together with the employee in question you can develop an alternative work schedule. This may include telecommuting every morning from home or placing the employee in a shift that allows him to get to work on time.
Review Meetings
Hold regular meetings with the employee to review her progress. Also explain the consequences for failure to achieve the set target. This could be a warning letter, suspension from duty or dismissal. Address progress made by the employee. Meet with the employee at regular intervals to check the initiatives she has taken to achieve the goals set during the meeting. Assess the employee's performance over the period she has been in review. If good progress has been made, give a recommendation report to the HR manager explaining this. If possible, draft a recommendation letter to further motivate the employee.
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