It’s better to have a private discussion with that employee right away. Check his records as well. Why’s he suddenly being this way? Does he need some help from his team? How can we make his issue go away and not pressurize him with a deadline? It’s all a part of calculated allocation of work. Break it into urgent, medium, low ranks of priority. It’s not always okay to charge the employee with blame but always better to lift the team up together and with no pressure

Here are some effective steps to address an employee's tardiness: Have a Private Conversation: Schedule a one-on-one meeting to discuss the issue calmly and privately. This shows respect and keeps the conversation constructive. Be Specific: Clearly explain how their tardiness affects project timelines and the team’s productivity. Use specific examples to illustrate the impact. Listen Actively: Allow the employee to share their perspective. There may be underlying issues causing their lateness that you’re unaware of. Follow Up: After implementing any changes, check in regularly to assess progress and provide support. This shows you’re invested in their success and encourages accountability.

This happens a lot where we have #habitual #latecomers. When the #reward and #punishment fails to set the course straight, the only way that works is #discussions. Having open discussion got us some answers such #illness in family, #domestic issues, #substance #abuse, #mental #health issues, #toxic #boss. Each of these individual cases were counselled and help was provided. In some severe cases the employees were directed to a health care facility and psychologist for further evaluation. Not to mention there were no jobs lost ??

Dealing with a latecomer in the team? Address the issue promptly but tactfully. Start with a private conversation to understand the root cause. Set clear expectations around punctuality, offer support if needed, and reinforce accountability. Recognize improvements to maintain morale while ensuring everyone respects time. ??Balancing empathy with firm standards can correct tardiness without demotivating the team.

To address an employee's tardiness effectively: Gather Information: Review attendance records and project impacts. Private Meeting: Schedule a confidential discussion. Express Concerns: Use "I" statements to share how tardiness affects the team. Listen: Allow the employee to explain their situation. Discuss Impact: Highlight specific consequences of their tardiness. Collaborate on Solutions: Work together to find flexible options or support. Set Expectations: Define clear expectations and timelines for improvement. Follow Up: Schedule a follow-up to review progress. Document: Keep a record of the conversation for reference. This approach fosters understanding and accountability.