To address the issue of a chronically late employee, start by having a private conversation to understand the reasons behind their tardiness. Express your concerns about how it affects the team and productivity. Set clear expectations regarding attendance and discuss any potential accommodations that might help them improve. Monitor their progress and provide feedback, while also recognizing improvements when they occur. If the issue persists, consider implementing a formal performance plan to address the behavior constructively.

When dealing with an employee who consistently arrives late, it's best to first set up a private meeting where you can voice your concerns, clearly explain how their tardiness affects the team and what you expect of them in terms of improvement, and actively listen to any potential underlying causes of their tardiness while providing support when needed. If necessary, you can also implement a formal corrective action plan that clearly outlines consequences for persistent tardiness, as well as recognize and celebrate any positive changes in punctuality.

Here’s how to tackle the issue: 1. Have a Private Conversation: Sit down with the employee to understand the reasons behind their tardiness. 2. Set Clear Expectations: Reinforce the importance of punctuality and how it impacts the team and overall productivity. 3. Identify Barriers: Discuss any potential challenges they might be facing, whether personal or logistical and see if there are accommodations or solutions you can provide. 4. Monitor Progress: After your conversation, keep an eye on their attendance. 5. Follow-Up: Schedule regular check-ins to provide ongoing support and discuss any persistent challenges.

Dealing with a chronically late employee is tricky, but here's what I’ve learned: it’s rarely just about the time. I sit down with the person, one-on-one, to understand what’s really going on. Sometimes it’s personal struggles, or they feel disengaged. We talk solutions, not just reprimands. Flexibility, setting clear expectations, and support go a long way. I had a team member once, always late but incredibly talented. With a shift in work hours, they thrived. It’s about listening and finding the balance between accountability and empathy.

Una forma un poco más innovadora de averiguar los motivos es hacer una dinámica con todo el equipo. Se puede hacer usando la herramienta mural y donde se incluye un reloj en el tablero. Antes de comenzar, se indica que se busca mejorar la puntualidad del equipo mediante la reflexión y el compromiso grupal. Los empleados colocaran post-ít con las razones de su impuntualidad. Luego, en grupo pueden discutir encontrando soluciones para que no vuelva a ocurrir. Con esta finalmente lo que realiza es que cada empleado se comprometa a una acción concreta para mejorar su puntualidad. Hecho esto, se realiza un seguimiento regular con el equipo donde se celebran los logros y donde se apoyan unos a otros.