Face à un employé chroniquement en retard, il faut d’abord chercher à comprendre qu’est-ce qui bloque ? Un problème de transport, d’organisation, ou autre ? Une fois la cause identifiée, l’entreprise peut proposer des solutions, ajuster les horaires, encourager le télétravail si possible, ou trouver un moyen de simplifier son quotidien. L’objectif, c’est de travailler ensemble pour résoudre le problème.

Improving a chronically late employee’s punctuality can be start with addressing the issue directly but empathetically. Have a one-on-one conversation to understand the underlying reasons—personal challenges, time management issues, or workload concerns. Dont forget to Collaboratively set clear expectations for punctuality and outline the impact tardiness has on the team. Offer support, such as time management tips or adjustments like flexible hours if feasible. After that monitor their progress and recognize improvements to reinforce positive behavior. Consistent communication and accountability can help turn punctuality into a habit.

Set Expectations: Clearly outline arrival times and discuss the impact of tardiness on team productivity. Implement Consequences: Establish a policy where repeated lateness results in disciplinary action, like a formal warning after three instances of tardiness. Offer Support: Identify personal challenges affecting punctuality, such as childcare issues, and explore solutions like flexible hours or remote work options. Encourage the use of reminders and time-tracking apps to help employees manage their schedules effectively, ensuring they are aware of their commitments. Positive Reinforcement: Recognize improvements in punctuality with praise or small rewards, fostering a culture that values and encourages timely attendance.

A abordagem com expectativas e a confiança, transparecendo o potencial e desenvolvimento do colaborador são ferramentas para iniciar um processo de reversão. ou seja, os moldes empresariais devem ser seguidos sempre a risca como espelho para os demais.

Estabelecer um clima de confiança e transparência sem essenciais para a resolução desse problema. Pois assim o funcionário se sentirá confortável para relatar o real motivo e como gestor podemos de fato implementar estratégias eficazes para resolução do problema. Passei por isso recente e agi dessa forma tendo um bom resultado. Agora estou fazendo acompanhamento constante, feedbacks e prestação de contas diárias. Tenho visto evolução com meu colaborador.

To address chronic lateness, we began with one-on-one conversations to understand the root causes and explained how frequent tardiness affects team discipline. We then offered guidance on time management and set clear expectations for improvement. To reinforce punctuality, we introduced a daily morning huddle, which encouraged everyone to start the day on time while aligning priorities. To balance this, we offered flexibility at the end of the workday, allowing employees some freedom to manage their schedules. Among all strategies, the morning huddle proved most effective, fostering accountability and significantly improving punctuality across the team.

Na minha experiência precisa sentar e conversar com o colaborador para entender os motivos dos atrasos, e se colocar em prontidão pra ajudar. Soluções como alterar o horário de entrada, mudança de escala ou função podem ser uma saída. Mas o mais importante é o gestor fazer a gestão e entender a fundo a raiz do problema e os motivos e se colocar em prontidão para ajudar.

Start with a private, empathetic conversation to understand the root causes of their tardiness—whether it’s personal challenges, time management issues, or a lack of awareness about its impact. Clearly communicate the importance of punctuality, linking it to team dynamics and productivity, and set expectations moving forward. Collaboratively develop a plan that includes achievable steps, such as setting earlier alarms, adjusting work hours if flexibility is possible, or using reminders. Offer support through tools or resources, like time management training. Monitor their progress, provide constructive feedback, and recognize improvements to reinforce positive behavior.

Chronic absenteeism is as much a morale drain as a productivity loss. This is a tough one. Firstly be human and humane with special leaves, like jury duty, and bereavement. The next thing, if someone is always in crisis, pause a moment and offer an EAP, listening ear, or value added coaching. Believing in someone and giving them a chance can go a very long way. … that said. There is a time and place for progressive discipline. Constant absence, inattention to work, even if many reasons are given, prevents you from planning the coverage strategy. It also shrinks the availability of planned time for others. The key thing form a relationship with your HR, and when your discernment and patience is tested call in help.

Me sorprende que le demos tanta vuelta al asunto: ¿Te pasa algo? Si no hay nada serio, listo, afuera. La impuntualidad, para mí, es una falta de respeto hacia los demás y en eso, no hay mucho margen para discutir. Sacando casos excepcionales, el que siempre llega tarde es irresponsable y desconsiderado. Y sinceramente, no quiero a alguien así en mi equipo. Ahora, si resulta que es un crack absoluto, alguien imprescindible que me genera ingresos millonarios, bueno, ahí la cosa cambia. En ese caso, buscaría una solución: flexibilizar los horarios para que todos estén en igualdad de condiciones, o incluso premiar con un bono extra a quienes sí cumplen. La base sigue siendo la misma: respeto por el equipo y por el tiempo de los demás.