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. As you plan this conversation, here are a few points to keep in mind. Typically it happens when employees allow things to interfere with their schedule and this becomes a pattern. 1) Agreements and Expectations. Even if the employee is doing great. 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. This short, video-based course will show users how to prepare for, and carry out, a challenging conversation with an employee. Tips for Holding Difficult Conversations . State the consequences of excessive absenteeism — including the potential for termination. Since it's the one employee that is late and not the others I need to speak with the employee that's late and make that clear that everyone else is arriving on time and I need to treat everyone equally so if it continues I will need to write him up. 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. There are certainly times when you have to be a manager. It’s time to have a talk. It’s up to you, but if you plan to touch on career plans, it’s prudent to give your employee a heads up because those conversations “require reflection and thought,” she says. Steps to Provide Feedback in a Difficult Conversation . It’s time to have “the talk”: The one where you have to figure out how to discuss poor performance with an employee. Establishing trust with employees before difficult conversations are necessary and it helps to ease these conversations. Depending on your workplace culture and Federal and state employment laws, you may want to create penalties for employees who show up late to work more than, say, once per month. Difficult conversations with employees are unavoidable, whether it’s a performance issue or failed project. The time to talk about an employee attendance problem is when you first notice it. We do have the option of starting at 8:30 and leaving at 5:30, I'm going to offer that. Talking about the problem . But all of these unplanned employee absences are making it hard to run your business. Employees that know they can get away with being late are more likely to take advantage of the situation. For an employee that is often late to work, the conversation … An employee handbook is a great way to spell out your policy on excessive absenteeism, as well as the reporting process employees should follow if they’re late or absent. Sometimes we need to do developmental coaching and sometimes our conversations needs to be tactical. The most important thing a manager should focus on is productivity. You needn’t handle everyone with an iron hand. The number one rule for any type of conversation surrounding compensation is to be prepared. The task of gathering and maintaining attendance records for all employees is required. #6 Document each instance of tardiness and the reason the employee was late. 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. A chronically late employee is not necessarily a bad employee, but the tardiness does have to stop. The course will show users: • a feedback model to help them structure a challenging conversation with an employee. You are sitting in a conference room or standing around a buffet table with a group of people you don't know. No news is good news isn’t the way to handle it. 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. 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. For starters, you won’t be able to rely on this employee to complete his or her part of projects. 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. 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. Unfortunately.. That’s not the world we live in. How to Handle Late and Absent Employees. 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). Picture this. It’s an opportunity to let the employee know they’re meeting the performance standard. Stay off your phone and computer. Once you've told him that you want to discuss a difficult topic, move right into the topic of your difficult conversation. 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. Generally, that starts with having a conversation with the employee after the first or second late arrival. This can reduce their team spirit. Something goes wrong—seriously wrong—and when the dust settles, you discover the problem centers on a basic mistake from one of your programmers. Start With a Soft Approach to Set the Employee at Ease, but Don't Beat Around the Bush: The employee's level of anxiety is already sky-high and making more small talk while he waits for the bad news to emerge, is cruel. It’s how you discipline staff without ruining relationships. It’s how you make sure you’re running the tightest ship possible. There is a technique that you can use for this that is called the direct conversation or the crucial conversation. Chapter 10: New Manager’s Playbook–Having Difficult Conversations With Employees By Marcus Blankenship. Proactive Tips to Prevent Chronic Employee Tardiness Implement a Lateness Policy With the right preparation, you can turn these emotionally-charged discussions into effective lines of communication that lead to quick resolutions. 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. 2) Record Keeping. For example, they may have a health issue or something similar that they haven’t been forthcoming about with you. 1. I documented our conversation for HR and sent him a copy via email for his records as well. Institute consequences for lateness. Because getting to work on time is not really a skill set. Start the conversation. Stay completely focused during this conversation. Certainly be specific with dates, times, and any conversations you had with the employee about tardiness. 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. Conversation Starters - the best methods and approaches to start and maintain a conversation in the workplace. A hilarious conversation between HR Manager & Employee. As an employee, whether you are negotiating salary, asking for a raise, or discussing a bonus, you need to walk into the conversation prepared to clearly state what you are asking for and why you think you deserve it. Conversation between 2 colleagues discussing promotion for one of them What is the conversation about? Take the example of the employee who’s always late. Employees are less likely to show up late if they know they have to discuss it with someone. After missed deadlines and low quality of work, you may have tried to have it, inquiring about their underperformance, one-off. As a manager, you need to bring up the issue early on in the work relationship. Tom was just promoted to is first managerial position, and he is a little concerned about the fact that he has never managed people before. And, when he was late, yet again, the next day, it was no surprise to anyone that I had to write him up. Adopt a compassionate attitude as you talk with the employee, and try to find out the cause of the problem. The area covered is: • Dealing with an Employee Who is Repeatedly Late for Work. If your employee comes in to your business late every morning — or is absent, or taking personal day after personal day — you’ll soon develop a problem. Objectives. In some cases, you may find out that the employee is having child care conflicts or has other time constraints. When you approach an employee about their mental health, it’s important to establish an environment where they feel comfortable talking with you. Three Steps to Lay the Ground Work for Attendance Management Conversations. Video created by University of California, Davis for the course "Coaching Conversations". That’s why it’s important to proactively think about how to handle an angry employee. Using the example above: If a manager needs to have a performance coaching conversation with an employee, they should always follow-up. In a perfect world, angry employees would give you at least 24 hours of notice so you could review policies on how to deal with angry employees and plan your response before they get mad. Being late to work is not typically something we coach someone on. This is especially important when the employee is a low performer and disciplinary action may be necessary. These conversations need to happen at the moment the issue occurs, and it must be done one-on-one with the employee privately. Try these nine crucial rules. This not-so-fun conversation you likely saw coming. Seek permission to provide the feedback. It’s a fairly routine deployment, but this time, it’s not full of victories. From an HR perspective, you have to identify the behavior and give the employee a verbal warning. 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