Do you have any articles in your archives concerning tardy employees? I’m looking for the best way to penalize staff members that just don’t seem to get it….other than termination(at least for now).
Thanks for any insight.
Dr. New Mexico
You need to start documenting the tardiness on an employee performance notice and have the employee sign it and it goes into their file. Tardiness is one of the check box areas. Also below is an excerpt from an article that Dr. Nancy Haller (clinical psychologist and Leadership Coach for McKenzie Management) wrote regarding that particular feedback.
An excellent model for giving feedback is called S-B-I, an acronym for Situation-Behavior-Impact. When you use this model, you provide information so that the recipient knows whether they are ‘on track’ or need to modify their behavior because it is not effective.
There are three components of the SBI model. The first is to describe the situation in which the action occurred. Be specific with date, time, and location. You want to capture the details so the person recalls the situation.
The next step is to articulate the exact behavior(s). This is essential and it requires a bit more thought than it might seem. Our tendency is to abbreviate and categorize what other people do. That leads to judgmental and critical messages. Describing Carol as ‘lazy’ does not provide clear, tangible direction over which you have influence. “Carol is lazy” should be translated into “Carol needs to be more punctual with the weekly report.” In this way, you and Carol have a starting point and something that can be measured. No generalities; only specific, observable behavior.
The final step in the SBI model is to convey the effect that the other person’s behavior had on you. It might be feelings you had and/or outcomes that happened as a result of the person’s action.
Practice giving positive SBI feedback first so you will become more skilled and familiar with the model. Be specific. Drive-by praise without behavioral examples is ineffective. Strengthen ‘great job’ with concrete details such as “Thank you for taking quick action and filling the schedule when we had a cancellation this morning. It really made a difference in our daily production rate”.
Here’s an example of a developmental SBI to your chronically tardy employee:
“Sara, you were late to the morning huddle twice this week. We had already reviewed the daily schedules by the time you arrived, but we had to go over it again for you. This was frustrating for me and your co-workers, and it delayed the team from starting the day”.
Delivering quality developmental feedback will take preparation on your part. Plan your words and your delivery. The more you build effective feedback on specific actions, the more your employees will benefit from your improved leadership in this area.
The fact that you have an employee(s) who is tardy shows insubordination and disrespect for you as their boss. It honestly becomes infectious as the other employees see you doing nothing. Docking the employees paycheck for the time they are late is an option as well as the written performance reviews and 3 warnings and then give them the day off with pay to think about whether or not they want to work there and if they come the next day and say no, then they are terminated.
Hope this helps.