TARDINESS OF EMPLOYEES - HOW TO DEAL WITH IT?

Coming in on-time in the office is a struggle to some employees. The HR Department and the supervisors have heard the same reasons for being tardy from the employees such as long traffic, defective alarm clock, flat tire, etc. In all these reasons, the HR must be vigilant and must learn how to detect which one is true and which one is not. An occasional offense of being tardy for let’s say just 3 to 5 minutes might not be of real issue but if repeatedly done and worst, if it is increasing from 5 minutes to 30 – 40 minutes, then that’s something that you know is calling for an action.

 Employee absences and tardiness could have a great impact on the company and could put a great burden on his co-workers or team. This issue has been a great challenge in almost all companies. Many have attempted to remedy it via different ways but they always go back to the same scenario.

In the Orientation process, it is important to reiterate the importance of coming in on time or more so, of being present in the office at all times. Since he is a new employee, the culture of being punctual must be remarkable at the first step-in the door, in order for him to carry on the good habit. The supervisors and all in the team must show a good example. Likewise, the management and the HR Department must also be fair and consistent in administering progressive discipline to the employees committing an offense.

Counselling and communication is always a good tool to call the attention of the frequent late employee. Through counselling, he may be able to realize his mistake and he may learn that being tardy is not a good practice if one wants to be productive and excel in ones job. It is in counseling and communication too, that the HR Department will come to know the problem of the employee behind his being late habitually. There is a true reason behind the invented alibis of having so much traffic, failed alarm clock and so on.

In counselling, the supervisor or the HR may use the same approach as below:

• Are you aware of our policy on tardiness? Can we talk about it?
• Do you think you can follow it?
• What do you think are the reasons why you can’t come earlier or at the scheduled start of our office work?
• Can we look at the top three factors that make you late for work? What are these?
• Can you think of ways on how we can overcome this 3 factors because I know you love your job right? And you don’t want to lose it.
• So when can we expect you to come on time?

Then, if by talking to the concerned person, you felt that he is de-motivated which greatly affect his enthusiasm to come to work early every day, mention it to him frankly and enumerate to him your observation and its impact to his work. Then ask, “Is there a way we can help you there?”

Aside from counselling, a series of oral and written warnings are also important to administer as what is written in the policy or Employee handbook. Documenting it , is also as important as giving warnings. Keeping it on his personnel records for future reference is another step. But most of all, remember that it is important to set up a clear policy before imposing the said progressive discipline.

But first, before taking any radical decision, see the situation in your own point of view too, as an HR staff, you might have observed that the employee is having difficulty on his schedule, and you may help him become motivated again by coming up with an alternative solution.