How would you respond to a coworker who is late multiple times?

How would you respond to a coworker who is late multiple times?

• A. Publicly admonish them in front of colleagues.
• B. Ignore the issue to avoid conflict.
• C. Have a private conversation, understand root causes, offer support, and involve supervision if lateness persists.
• D. Threaten disciplinary action without discussion.

Answer: (C)

Handling lateness effectively hinges on private, constructive dialogue that seeks root causes and practical solutions. A one-on-one conversation lets you describe the impact of repeated lateness without embarrassing the coworker, while giving them space to share any obstacles—things like transportation problems, family responsibilities, or mismatches in shift timing. By listening and understanding, you can brainstorm concrete fixes together, such as adjusting start times, offering flexibility, or connecting them with resources. Set clear expectations and agree on a plan, then follow up to see if the changes help. If lateness persists despite support, involve supervision to review policies and ensure accountability in a fair, documented way. Publicly admonishing undermines trust and morale, and avoiding the issue signals a lack of leadership. Threatening disciplinary action without discussion creates fear and can damage the working relationship and may run afoul of policies.

Handling lateness effectively hinges on private, constructive dialogue that seeks root causes and practical solutions. A one-on-one conversation lets you describe the impact of repeated lateness without embarrassing the coworker, while giving them space to share any obstacles—things like transportation problems, family responsibilities, or mismatches in shift timing. By listening and understanding, you can brainstorm concrete fixes together, such as adjusting start times, offering flexibility, or connecting them with resources. Set clear expectations and agree on a plan, then follow up to see if the changes help. If lateness persists despite support, involve supervision to review policies and ensure accountability in a fair, documented way.

Publicly admonishing undermines trust and morale, and avoiding the issue signals a lack of leadership. Threatening disciplinary action without discussion creates fear and can damage the working relationship and may run afoul of policies.