Every business should have internal policies governing when employees are expected to arrive for work, how long lunch breaks are, and how bonuses are awarded for maintaining order among staff members. Punctuality, first of all, demonstrates responsibility, dedication, and the seriousness with which employees take their jobs. Implementing a corrective action, which has several stages and motivates the employee to change the behavior, should begin as soon as an employee consistently violates an internal order.
Talking to the employee to understand the reason for being late is the first step in corrective action because the cause is frequently significant. I must prepare for such a conversation, which should be in a friendly tone. It is crucial to use precise language, so I must gather and research all information about the emergence of the issue. It is essential to ensure that I clearly understand all the facts and a complete picture devoid of biases. Even if an employee has twice the permitted rate of delay, the manager should not permit emotional outbursts from them.
Using haughty language, accusations, or insults almost always leads to a confrontation. As a result, the employee does not recognize the error and does not take action to avoid it in the future. It is necessary to take a break after the conversation to decide what to do as the next step in the corrective plan. If the employee provided a compelling justification, it is necessary to find the best solution, work with the employee to prevent delays, or, if possible, move the employee’s shift. Such behavior may occasionally be a sign of extreme overwork or professional burnout (Maquilan & Miniano, 2019). Sending the employee on vacation or reviewing the workload and responsibilities will be helpful in this situation.
The general rule is that the penalty must correspond to the violation. The next step is a warning that there are consequences for breaking the rules. If the business uses electronic passes, the manager must print out the infraction so the violation can be recorded. I have to ask the employee to write a note explaining the situation to remain objective. The employee must explain what transpired and why the employee was late in a free-form explanatory letter.
If the delays continue, more severe measures need to be taken, and here, the manager needs to choose which approach to choose. Financial penalties or making up missed time are two frequently used ways to handle workplace rule violations. A fine may be effective because the employee will feel the effects immediately, but penalties often harm loyalty and are inappropriate in all situations. The working off strategy is ineffective because it creates a negative attitude in the employee toward the business and management and discourages necessary overtime.
As a healthcare department manager, I will opt for a different approach involving stimulation and encouragement rather than punishment. I will have a brief meeting with the staff at the start of the workday to go over the plans for the day. Employees will be motivated to attend these meetings because they will impact how tasks are distributed. The social element will also play because the speaker will notice if a latecomer interrupts the session while the entire team is present. Giving a small incentive to workers who consistently arrive on time is another strategy to combat delays. Encouragement will be provided as a cash bonus or the ability to leave on Fridays an hour earlier. The opportunity to participate in this will also be given to an employee who has already been late ten times. This encourages the worker to maintain motivation and combat tardiness.
In conclusion, preparation and the appropriate selection of methods are necessary to implement corrective action. As a manager, it is critical to remember that when working with people, I must consider psychological factors and that sanctions frequently have unfavorable effects. Introducing stimulating and motivating methods into the teamwork is preferable since they foster loyalty to the company, while punishments only have a temporary impact.
Reference
Maquilan, D. J. S., & Miniano, C. M. B. (2019). Influence of attendance policy implementation on faculty absenteeism: Issues and prospects for policy upgrade. International Journal of Human Resource Studies, 9(3), 21-36. Web.