Chronic Latecomers: What Should HR Do If Warning Letters Don't Work?

Hello,

Recently, we have issued warning letters to chronic latecomers, some of whom are seniors. My concern is: what if their habit still persists? What do I need to do to streamline this issue? I am awaiting your reply.

Thank you.

If the latecomers are "chronic" and also "senior," then it speaks of your organization's culture. Who has allowed this culture to degrade?

In fact, this problem could have been handled differently. You cannot issue a memo to seniors. Nothing wrong per se; however, before the issuance of the memo, the Managing Director (MD) could have called them to his office and informed them that their misconduct cannot be condoned hereafter. Has this been done?

Your question is, "What do I need to do to streamline this issue?" To streamline this issue, you need to take strict action against seniors 1-2 times. This will send a signal to everyone. Please note that, like water, discipline also flows from the top. It will take time; however, culture change is always a time-taking process.

Thanks,

Dinesh Divekar

Addressing Chronic Late Coming in the Workplace

Though late coming is a chronic problem in many companies, since you have expressed your apprehension that even some senior officials are involved, what will happen if they don't amend their behavior? The time has changed now, and it is more important to emphasize performance rather than merely showing presence on time. This is the reason many companies have allowed their employees to work from home. I have experienced a similar situation while working in the government, and I had to inform employees that they couldn't leave the office until they finished their daily desk work. Late coming was tolerated for half an hour.

Regards, BS Kalsi

I agree with what Mr. Dinesh Divekar has said. Take your MD, Plant Head, or HR Head into the loop. Please tell me one thing, have you mentioned any impact of repetition in the letters issued? If yes, please stick to that: "Improvement can only be seen by initiating disciplinary action."

My advice is to formulate a policy that talks about all the disciplinary measures and communicate that to all. Then start taking disciplinary actions.

Regards, S.N. Raju U.

I agree with Mr. Dinesh Divekar and Mr. Raju. First, formulate a policy with the involvement of seniors, Plant Head, or CEO, and get it approved by the MD or the Board. Once formulated and communicated, be strong in implementation; otherwise, there is no value added for the policy.

Thanks, Senthil Athiyappan

Hello, friend.

I could suggest that you provide coaching individually or in groups to help them understand the policy. After spending some time doing this, latecomers are likely to improve their behavior, change their habits, and everyone can see the right way you have used to deal with the situation. It is important to know that this is just a symptom, not the problem. This softer approach could help you immensely, but be persistent.