Tackling Chronic Lateness: How Can HR Encourage Punctuality Without Losing Top Talent?

Dear All,

I am working with a foreign exchange company where we have some attendance rules; every 4th late mark will be considered a half day. However, some of the employees, even at the top management level, arrive late continuously, and day by day it's increasing. Everyone is well efficient, productive, and overall very beneficial to the company, and the company does not want to lose these employees by making any harsh decisions. Being in HR, we need to take a step ahead to stop this late-coming trend.

Implementing monetary benefits like starting up an incentive scheme based on punctuality might be appropriate, but will that work at the top management level?

I kindly request all of you to suggest something that will help us solve this problem in a better way.

Regards, Poonam Sonawane.

Hi Poonam,

Good Morning.

Don't get over the employees very soon as this might annoy them. Try being friendly with them as far as possible, and talk to the management regarding these issues.

Are you the first HR out there to start up in the company? I was in the same situation some time back.

Regards,
Ank

Hi Ank,

Thank you for your quick response. I believe being friendly was a step we have already taken. I am worried about what comes next. In fact, I am not the only one in HR here, but still, I have to come up with a solution for this problem.

You mentioned that you were in a similar situation some time back. Could you please share what you did in that situation?

Regards, Poonam Sonawane.

Hi Poonam,

Raise the issue in any of the upcoming meetings and request the seniors to arrive on time, as it will encourage punctuality among the juniors. Seniors serve as a source of inspiration for their teams because everyone aspires to emulate their seniors.

If the issue is not resolved, discuss it with the management. If possible, issue a circular stating that being late will no longer be tolerated and that strict actions may be taken.

Regards,
Amit Seth.

Well, what I did was I took an authority letter in writing from the management that any decision taken by me and the management is to be strictly implemented as we are looking forward to taking the company to a higher standard.

Don't start issuing any memos or something in the very beginning; go for verbal or oral warnings in the beginning.

Regards,

Ank

Hi,

Late coming is a serious disciplinary issue and has to be entirely handled with lots of care as it will annoy the employees if some harsh steps are taken straight away. This issue has to be approached with lots of sensitivity.

To begin with, a Late Arrival Register can be kept, and a mail can be circulated to all employees of the organization about this practice. The register has to be strictly monitored by the Security/Admin Department to ensure that whoever comes late signs in that register. This creates a situation wherein employees will realize that their actions are scrutinized. Over a period of time, you can go through the register to understand the trend, and employees who frequently come late can be called, educated, and counseled. There might be a genuine reason for it, such as personal issues, long distances, etc. The issue has to be understood in detail, and then expectations/policy are to be communicated to the employees.

But any change, commitment to such issues must come from the top, as they should lead as right examples and role models.

Regards,

K. Manikandan

Hi,

Thank you, Amit, Ank, and Manikanda, for your cooperation. Late musters are already in practice for recording latecomers.

As Amit mentioned about sending a notice, I believe that might come across as a bit harsh. I am looking for a solution that takes into consideration the employees' perspective and focuses on their welfare.

Regards,
Poonam

Welcome Poonam,

I agree that sending a notice would be a harsh decision. I have already suggested before that the issue be raised in a general meeting to discuss the demerits of late coming and its adverse effects on company development. If you don't find success with the same approach, then consider taking that step as it falls under disciplinary action.

Regards,

Amit Seth.

Hi Amit,

But is there no other option? I mean, coming up with some other benefits/schemes for the punctual employees.

Regards,
Poonam

Dear Poonam,

During Rules & Regulations formulation, it is clearly mentioned about office timing. Even after this, if someone is consistently coming late, then they will definitely be subject to disciplinary action. Additionally, the benefits can be highlighted during the appraisal process.

Regards,

Amit Seth