How to address an employee who is always late or absent
Johnny C Taylor Jr.
Johnny C. Taylor Jr. takes on a series for your human resource needs US TODAY. Taylor is President and CEO of the Society for Human Resource Management, the world’s largest human resource society, and the author of Reset: A Leader’s Guide to Work in an Age of Upheaval.
Questions are reader-submitted, and Taylor’s answers below have been edited for length and clarity.
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Question: I am the manager of a small team. My newest employee has shown attendance issues since she started. She is often late and sometimes absent. Since this is a small team, I need your presence to do our job. What should I do? – Basement, cellar
Answer: Attendance issues can be frustrating. This is particularly true as there is a persistent shortage of skilled workers in many workplaces. We should respect everyone’s time – this applies to both employers and employees.
If so, it might be time to reset workplace expectations on your organization’s attendance records. Allow some time to discuss their presence. Miscommunication can be at the root of the problem. It can be helpful to ask some clarifying questions first. Find out if she is aware of attendance expectations. Ask if she has a circumstance that prevents her from living up to that expectation.
Make it clear that these logs are in place to meet critical business needs. Absences can impact not only a company’s bottom line, but also workplace dynamics and relationships within a team. Saying something like, “Since we’re a small team, it’s important to share your schedule to ensure we have adequate staffing” can convey the need to show up on time and stay until work is complete.
Use this conversation as a forum to get everyone on the same page with your employee regarding office culture and procedures. I don’t know the details of the situation. However, Human Resources may need to determine reasonable accommodation entitlement under the Americans with Disabilities Act if their absence is related to an illness. This could require a change in schedule, telecommuting, or temporary leave.
If the attendance issues are not medical and your report does not qualify for other accommodation under state law or company policy, you may be eligible for disciplinary action, up to and including termination.
I will also emphasize the importance of leading with empathy here. As the pandemic subsides, many people are balancing new personal and professional responsibilities. As a HR manager, try to see every situation through the lens of others.
I hope you can find a solution that will help you, your employees and the organization!
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I am looking for a new career in human resources. I have an MBA and experience of some administrative and HR roles in my current and previous roles. I don’t want to lose value with this change. Can I facilitate this transition without restarting my career with an entry-level position and salary? – Aziz
Career changes can be difficult, but I applaud your willingness to make such a bold change.
With your education and relevant professional experience, you are well positioned to successfully start a career in human resources. But I don’t think you have to start with an entry-level position.
Start with an honest inventory of your knowledge, skills and abilities related to the HR jobs you are considering. Look for a match with the skills required for the positions sought. Make sure your resume reflects how your skills, education, skills and previous work experience make you an asset to a specific role or team.
Consider taking some HR courses and working toward certification. To strengthen your network, consider joining your local HR professional chapter and attending meetings.
These steps should provide you with tools and resources to increase your knowledge and help recruiters find you. Expanding your network of HR professionals in the region can lead to potential new opportunities and job openings.
Finally know your “why”. What attracts you to a career in human resources? Articulate what interests and inspires you. It will carry you when challenges arise. Your “why” will resonate with other HR professionals and hiring managers throughout this transition and throughout your career.