“The simple practice of having to explain directly to a manager why someone will be late or absent often stops frivolous absenteeism.”
- Being at work when required is a condition of employment – not a performance issue. Performance has to do with the quality or quantity of the performance that an employee completes. There is no performance when the employee is not at work. Managers need to let employees know that they must adhere to the organization’s policies on time off, what to do when absent, and the policies regarding vacation time.
- In addition, a good personal rule to follow is to require employees to talk directly to you as the manager whenever they will be late or absent and not simply leave voice or text messages or tell co-workers.
- The simple practice of having to explain directly to a manager why someone will be late or absent often stops frivolous absenteeism.
Tardiness guidelines include:
- Make sure all employees know your expectations about being on time and leaving early. This should be done at one meeting so everyone has the same specific message.
- Let employees know that it is their responsibility to take measures that allow them to be on time to work and to leave on time.
- Don’t ignore a tardiness or early departure. It is another defining moment and can impact a manager’s credibility with others.
- Differentiate the issue when the employee does not call or make requests about issues regarding time away from the job vs. situations where they come to the manager for time off requests.
- If the issue is chronic, or if there is no change to the pattern, take formal action according to organizational policies.