As a manager, you need to bring up the issue early on in the work relationship. It’s how you discipline staff without ruining relationships. Stay completely focused during this conversation. You needn’t handle everyone with an iron hand. The task of gathering and maintaining attendance records for all employees is required. 1) Agreements and Expectations. I documented our conversation for HR and sent him a copy via email for his records as well. Certainly be specific with dates, times, and any conversations you had with the employee about tardiness. Employees that know they can get away with being late are more likely to take advantage of the situation. Stay off your phone and computer. Employees are less likely to show up late if they know they have to discuss it with someone. Seek permission to provide the feedback. #7 Enforce the rules consistently. It’s time to have a talk. In fact, one simple conversation may be all it takes to find out a specific cause for tardiness that you might be able to resolve with the employee right away, instead of penalizing them for the symptoms of this cause. So, after numerous attempts with more diplomatic approaches, I pulled him aside and informed him that if he was late again, I’d have to write him up. By stating your disapproval of the tardiness the first time it happens, it lets the employee know that it’s unacceptable to arrive late in the organization. This can reduce their team spirit. The time to talk about an employee attendance problem is when you first notice it. There is a technique that you can use for this that is called the direct conversation or the crucial conversation. Start the conversation. #6 Document each instance of tardiness and the reason the employee was late. When you approach an employee about their mental health, it’s important to establish an environment where they feel comfortable talking with you. Try these nine crucial rules. We do have the option of starting at 8:30 and leaving at 5:30, I'm going to offer that. This not-so-fun conversation you likely saw coming. It’s how you make sure you’re running the tightest ship possible. From an HR perspective, you have to identify the behavior and give the employee a verbal warning. As you plan this conversation, here are a few points to keep in mind. Something goes wrong—seriously wrong—and when the dust settles, you discover the problem centers on a basic mistake from one of your programmers. These conversations need to happen at the moment the issue occurs, and it must be done one-on-one with the employee privately. Consider this; if an employee comes in late all the five days in a week but you only notice it on one day, they were technically late only one day of the week, since that is the only day you know about. A chronically late employee is not necessarily a bad employee, but the tardiness does have to stop. This short, video-based course will show users how to prepare for, and carry out, a challenging conversation with an employee. Proactive Tips to Prevent Chronic Employee Tardiness Implement a Lateness Policy 1. Difficult conversations with employees are unavoidable, whether it’s a performance issue or failed project. 2) Record Keeping. Picture this. There are certainly times when you have to be a manager. The most important thing a manager should focus on is productivity. Even if you are the employee's boss, start by stating that you have some feedback you'd like to share.Ask if this is a good time or if the employee would prefer to select another time and place. Your employee or friend may be dealing with something difficult at home that is affecting their sleep and making them late to work or events. After missed deadlines and low quality of work, you may have tried to have it, inquiring about their underperformance, one-off. Give faster feedback One of the most important ways to deal with underperforming employees is to reduce the feedback gap once an employee has been identified as an underperformer. In some cases, you may find out that the employee is having child care conflicts or has other time constraints. The number one rule for any type of conversation surrounding compensation is to be prepared. Unless it is shift job, timing is not that much crucial. It’s a fairly routine deployment, but this time, it’s not full of victories. The course will show users: • a feedback model to help them structure a challenging conversation with an employee. State the consequences of excessive absenteeism — including the potential for termination. But ultimately, good, clear communication is how you train your employees up to the standard you want (which we talked about a little bit here). Video created by University of California, Davis for the course "Coaching Conversations". After 2 years of selfless service, a man realized that he has not been promoted, no transfer, no salary increase no commendation and that the Company is not doing any thing about it. Unfortunately.. That’s not the world we live in. Conversation between 2 colleagues discussing promotion for one of them What is the conversation about? Steps to Provide Feedback in a Difficult Conversation . No news is good news isn’t the way to handle it. If an employee comes in late one day and believes that you did not notice their lateness, they are more likely to come in late a second time. Tips for Holding Difficult Conversations . That’s why it’s important to proactively think about how to handle an angry employee. It helps make the content and conversation clear, focused on objective information and helps avoid the tension or shame that can occur in conversations like this. A hilarious conversation between HR Manager & Employee. For some jobs, it truly is a big deal and even if it’s not, you can’t allow some employees to not follow the rules while others do. Using the example above: If a manager needs to have a performance coaching conversation with an employee, they should always follow-up. Fortunately, there are ways to take a proactive approach and handle a chronically late employee that will help both the individual employee and the company as a whole. Employees allow things to interfere with their schedule and this becomes a.! Attitude as you plan this conversation, here are a few points to keep in.! With a group of people you do n't know with being late work. Problem is when you have to conversation with late employee dates, times, and any you! 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