What do you do if your hospitality staff is constantly late or absent?

1 Assess Causes

Before jumping to conclusions or disciplinary actions, take the time to understand why your staff is frequently late or absent. Engage in a dialogue with your team members to uncover any underlying issues. It could be personal problems, transportation issues, or dissatisfaction with the workplace. By identifying the root causes, you can work towards a solution that addresses the specific problems. This approach not only helps in resolving the current situation but also prevents future occurrences by creating an environment where employees feel heard and valued.

2 Set Expectations

Clearly communicating your expectations regarding punctuality and attendance is vital. Ensure your staff understands the importance of these factors to the smooth operation of your hospitality business. Outline the consequences of not adhering to these expectations in your employee handbook or during onboarding. Regular reminders about the importance of reliability can reinforce your message. However, also be open to feedback and willing to make reasonable adjustments if necessary, as this can foster a more cooperative and responsible team.

3 Implement Policy

Developing a fair and consistent policy is crucial for managing tardiness and absenteeism. Define what constitutes lateness and absence, and outline the steps of disciplinary action that will follow if these are not adhered to. Make sure your policy includes a process for reporting lateness or absence and that it's understood by all staff members. Applying this policy uniformly helps maintain order and fairness within the team, and it also serves as a deterrent for those who might otherwise be tempted to shirk their responsibilities.

4 Monitor Trends

Keeping track of attendance patterns can provide valuable insights into chronic issues. Use a system to record when staff members are late or absent and look for any trends. If a particular employee is consistently problematic, or if multiple team members are struggling with the same issue, this data can help you make informed decisions on how to proceed. Monitoring trends also allows you to recognize and appreciate those who are consistently punctual and reliable, which can boost morale and set a positive example.

5 Provide Support

Offering support to your team can go a long way in reducing tardiness and absenteeism. This might include assistance with transportation, flexible scheduling, or help with personal issues through an employee assistance program. By showing that you care about your staff's well-being, you can build loyalty and encourage them to be more committed to their job. Supportive measures not only help in resolving current attendance issues but also contribute to a healthier, more engaged workforce in the long term.

6 Address Consequences

When all else fails, it's important to take decisive action. If an employee's tardiness or absenteeism continues despite your efforts, follow through with the disciplinary measures outlined in your policy. This might include formal warnings, suspension, or even termination if necessary. It's crucial that your team sees that there are real consequences for their actions, which reinforces the seriousness of the issue and maintains the integrity of your operations.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?