Employees · Startups

How best can I manage lateness of some of my employees?

Amos Addae Sales and Marketing Professional and Customer Service Agent

October 8th, 2016

I have recently joined a new branch of my mother company working as an assistant to the General Manager in charge. Apparently, the General Manager seems fed up with the habitual late coming attitude of the employees I met there and so has decided not to take in action to correct this abnormally. But it is affecting work very much, as a new comer to the branch, how well can I manage and correct this action with affecting their attitude towards work of the employees as some of them seems to be pushing sales very much.

All comments and approaches that have proved successful are welcomed.

NB: I have engaged in several dialogues with them but that has not been successful.

Thanks in Advance 

Dennis Stewart

October 8th, 2016

1. I hope that there is a very clear attendance policy in place.
2. I would hope that there is a solid attendance tracking utilized.

Even if there is an existing policy, a re-visiting and re-signing may be worthwhile with formal communication with the employee pool. 

Make sure the employees understand what is required and why it's required. Help paint the picture of what the impact of absence/tardiness is on their own work experience/performance as well as that of others. 

Your GM should also understand that lack of holding people accountable for one key expectation increases the difficulty of upholding other expectations and has a ripple effect on employee (and hence company) performance.

You may want to consider even enforcing it retroactively depending on how your company policy is written. If not, define a very specific time in which it WILL be enforced and do so. Clearly define any exceptions to the policy and adhere to those guidelines.

On the flip side, celebrate the positive. Acknowledge those that do adhere to the policy. Also, illustrate and communicate the positive impact that the return to broad policy-adherence has on the individual and company performance.

Jerome Peloquin President, Family Fish Farms Network, Inc.

October 8th, 2016

If there are no adverse consequences to being late and no benefits to being

Ahmed Al-Bayati Founder & CEO at SIGBANC LTD

October 8th, 2016

start interviewing new people, the current ones will start re-considering the current situation, that's what I've done and worked out.

Amos Addae Sales and Marketing Professional and Customer Service Agent

October 9th, 2016

Thank you all for such wonderful comments.  I've already implemented some of the replies but in different ways.  Nonetheless,  I will make amends and try the new approaches you've suggested and keep you posted. 

Johnathan Proffer Engineer, Innovator, Visionary, Entrepreneur

October 8th, 2016

I'd fire the GM in charge, first.  He apparently can't manage people.  Then just reinforce the company's attendance and work hours policy.  Document the attendance issue, then give a probationary period to the individual.  If no improvement after the probationary period, terminate on documented grounds.

Vinay Menon Founder at Mera Tiffin

October 8th, 2016

@Amos you can introduce them to a mobile app attendance system, their time is tracked and they can view and figure out how late they are everyday, you can reward on-time employees by putting them on to a "Hall of Fame" and it can be send as notification to every employee.
In case you need more input I will be happy to assist, reach me at vinay[at]ivdisplays.com.

Jeffrey Pearl Entrepreneur, CEO and Sales Leader

October 8th, 2016

I had the same issue in a branch. I replaced the person in charge and a couple managers, and like magic, what do you know, everyone came in on time and the branch productivity tripled. It's funny what you can do when you work a full day

Jerome Peloquin President, Family Fish Farms Network, Inc.

October 8th, 2016

While I'm certain Jeffrey  is right about his situation ... it is rare that a simple change of management will effect a long standing tradition and org. culture ... in most cases a more robust response is necessary.