Answer: When faced with performance discussions, many otherwise fearless managers turn into complete cowards. If your boss dreads the idea of an unpleasant conversation, you could offer to talk with the employees as part of your HR responsibilities. However, he must be willing to impose appropriate consequences if the tardiness continues.
If your office lacks personnel policies, you might also draft some basic guidelines and present them to your boss for approval. Explain that written rules will not only help to clarify expectations, but will also provide legal protection. To cover the current situation, be sure to define standard work hours and include a “ ” policy.
Should your boss still continue to tolerate these transgressions, then you must bring in more firepower. Have your rule-abiding employees describe how their absent colleagues create business problems, like unanswered phones or neglected customers. This might finally prompt some action.
But if all else fails, wait for the next time that he proposes to “just get rid of them.” Quickly reply that you absolutely agree, and then offer to process their termination papers after one final warning.
Do you need to have a performance conversation with an employee? Here are some tips that might help: Ten Steps to an Exceptional Coaching Discussion
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