Dealing With Tardiness

Creative commons

I don’t know about you, but people that are habitually late drive me nuts. It is not about the one off major traffic jam or the kid was sick. It is about the person who finds it acceptable to be late to everything including work. To me it says that they do not value my time and shows a lack of integrity on their part.

Technically speaking being late is anytime past the due date. If they are supposed to be at work at 9 am. 9:01 is late. Everyone of those minutes add up and can have an impact on the company, employee morale and productivity.

Eye Bogglers:

  • A Survey found that 15-20% of people are consistently late especially to work.
  • CEOs are late by 10 minutes every day, it costs the U.S. economy $90 billion in lost productivity (Proudfoot Consulting Survey)
  • An employee who is 10 minutes late 3x times per week has lost 26 productive hours per year.
  • Chronic tardiness builds a company culture of laxity which get passed on to customers.

Because they are late, it becomes a big issue to GET THINGS DONE quickly (and in error), which pushes the rest of the systems and other staff out of place. Not only that but every one of those 1 minutes add up to hours of wages.

If you don’t deal with the habitual latecomer, then being late becomes a habit and sets a bad tone for the entire office. It is important to not put off dealing with this issue. Not dealing with this issue builds a company culture that being late is OK.

What to do:

  1. Evaluate whether there is a valid reason they have a hard time being on time ie.: Dropping kids off at school, medical reasons. If you can re-arrange the schedule to accommodate them, do so.
  2. If not, give employee a verbal reminder of hours. Let them know your expectations about tardiness. Listen to their reasons for being late (traffic accident). If this is an exception than the rule, acknowledge that and move on.
  3. Provide a written copy of their work schedule. Have them sign off on.
  4. If the problem continues, have a meeting. Speak calmly about their tardiness and try to resolve it. Be prepared to note dates and times they were late. Write them up. Let them know the consequences of future tardiness.
  5. If after a write up and lateness continues, place on probation. Notify them if continues termination will be the result.
  6. If further tardiness continues, let them go.

If tardiness continues implement a system such as time cards to track your staff.

Consider discussing tardiness at a staff meeting to resolve these issues.

Consider implementing a point system based upon being on time.

Bottom line, very rarely is there a valid excuse for being late. It costs the company money and is inconsiderate to other staff members. Take charge and implement systems to address this issue.

Source(s): US Department of Labor

IOT Digital Ray-Path 2 White Paper - The Optical Journal