![]() ![]() This kind of "magical thinking" is the unshakable belief that you can drive the 10 miles to work in seven minutes flat, even if day after day you fail to do so. Most late people consistently underestimate the time necessary to accomplish everyday tasks. If you're the one with the tardiness problem, here are steps to change your ways: Scheduling a follow-up meeting helps reinforce to the employee that you are serious about the progress you expect and that you will be monitoring the situation over time. Document your conversation in writing and keep written documentation of future incidents.ĭuring the initial meeting, schedule a follow-up appointment to review the employee's progress. Set clear, measurable goals for the future and clarify the consequences for being late. Arrange a meeting with the employee to outline company policies and inquire about extenuating circumstances or logistical problems. Although termination is always an option for employees with excessive tardiness, sometimes an otherwise wonderful employee simply needs a nudge in the right direction. Deal with lateness on an individual level. Punctuality incentives are often packaged with attendance records, and rewards can come in the form of anything from free employee parking to department store gift certificates.Ĥ. Rewards not only act as an incentive to employees, they also serve as a reminder that punctuality is an important part of company culture. Establish a system of rewards for employees with perfect attendance and punctuality. Open the door for latecomers, but do not backtrack to fill them in on missed discussions.ģ. Then tackle the most important topics first. Two minutes after the scheduled start time, close the door. Send an e-mail reminder a half-hour before every meeting asking participants to be on time or set one up in a computer calendar. Be sure to check your state's employment codes prior to setting the policy.Ģ. Penalties may include written warnings, suspension, pay docking and termination. Communicate the policy in all new hire orientations, enlist sign-on from all managers and enforce it consistently. Establish a corporate culture that encourages punctuality. Work with HR to create a written punctuality policy with clearly defined penalties. The following steps can turn a chronically late workforce into a group of right-on-timers.ġ. Still others have difficulty conforming to rules and structure.Ī combination of prevention, penalties, rewards and coaching are often key to dealing with tardiness on an organizational level. Some people are drawn to the adrenaline rush of that last-minute sprint to the finish line, and others receive an ego boost from over-scheduling and filling each moment with an activity. The motivations, rather, are often subconscious ones. While managers often accuse tardy types of wanting attention or of needing to be in control, persistent lateness usually has little to do with those factors. Although it's tempting to say, "Just get here on time," that's a little like telling a dieter to simply stop eating so much.Ĭhronic lateness is typically a lifelong habit, and one that's surprisingly difficult to overcome. Most chronically late people aren't purposefully tardy but tend to have difficulty with time management.
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