How do I deal with a team member who is always late?

Q: A member of my team keeps coming in late. I have mentioned it a couple of times but she still continues to do so, saying it’s traffic or the train. The other members of the team are getting fed up with it. What can I do?

A: Firstly, ensure that she is aware that it is a problem for you. She may think it’s okay if you don’t treat her lateness as a serious issue. Start logging the number of times she is late in and call her into a private meeting with you. Show her the evidence and ask her what prevents her getting into work at her contracted time? Let her know that it is not fair on all the other team members, as they get in on time or early and her lateness is causing resentment as they have to take her calls or do her work for her.

Sometimes there is a genuinely difficulty – for women in particular. They can have child-minders to arrange or children to drop off at school. Sometimes families split up and the mother or father is left to look after the children single-handedly.   If it really is impossible for her to be on time every day, then consider flexible working and change her working hours with appropriate change in pay if necessary and if it fits in with the rest of the team.

Most employees will not want to take a drop in pay, so will be keen to remedy the situation. Consider her taking a half hour lunch if this is practicable. If a change of hours is agreed and a new contract drawn up, then make sure that all members of staff in the team are aware of the new working times. Be aware that this could lead to further requests!

Usually, most employees will make more of an effort to change if it is just a question of organisation or getting up earlier in the morning. You need to get their agreement to arrive at work on time and say that you will be monitoring their performance. If the employee starts to come in on time for a few days, thank her for her efforts.

If she continues to be late for no good reason, then warn her that she will be facing a disciplinary if her performance does not improve within a set timeframe. Always do this in private. Arrange a follow up meeting and either take it down the disciplinary route (you need to advise HR Department and the employee first if you have to take these measures). Most people will respond positively, particularly if you thank them for changing their behaviour!