Related Posts
And there goes GIO's chance at the Haas F1 seat
New to Fishbowl?
Download the Fishbowl app to
unlock all discussions on Fishbowl.
unlock all discussions on Fishbowl.
And there goes GIO's chance at the Haas F1 seat
This site is protected by reCAPTCHA and the Google Privacy Policy and Terms of Service apply.
Download the Fishbowl app to unlock all discussions on Fishbowl.
Copy and paste embed code on your site

Scan your QR code to download
Fishbowl app on your mobile

I usually start with a direct but calm 1:1: “Here’s what I’m seeing, here’s how it impacts the team, what’s going on?” After that, I set clear expectations and document it. Once people see there are real consequences, it feels fairer to the folks who show up on time.
You have to prevent that before it gets to the point where it affects the morale of the entire team. If someone is having problems showing up on time, or showing up at all, you need to address that early on. By the time other people are noticing the problem and it's creating an issue, things have gone too far. It's not pleasant to let people go, but sometimes that's the solution if people can't take the job seriously.
Pro
Start having coaching conversations and set expectations. Document each conversation. If these instances continue to happen, refer back to those conversations when you need to take further disciplinary action. If there is an attendance policy, follow it the same way for everyone.