Hi All, I am the youngest HR in the company and have been given the responsibility to counsel employees who are repeatedly late comers. Most of the late comers are very senior people and I am a bit scared to talk to them and drive the conversation for late coming. Can anyone help me with how can I drive the late coming conversation with senior employees. Thanks

Oh man! Counseling late-comers? What era is this - 2000s 😔 Sorry, that this is not a useful comment to your query but feels sad to see something like this in 2023 🙏🏽

Company policies need to be followed 😞

Totally understandable. Not blaming you 🙏🏽

Can someone help guiding me, bit urgent

@Amit Sharma @Shantanu Karnik @Sumit Singla - any advice for our fellow member here who finds themselves in a tricky situation 🙏🏽

Hey Tanisha !! 1. Try to hear them out and understand the situation and reasons for delay 2. Reiterate the policy but in a manner of how we could improve or help make things work out for both parties 3. Go prepared with data and numbers (Probably the instances) but do not throw it at their face, just keep it as backup 4. There might be late comers who would be super proactive workers and would be the best at their job and hence might require some leeway, however make them understand the purpose and intent behind the policy

Thanks @Shantanu Karnik

@tanisha malhotra @Abhash You should not act like bodygaurds to employees .. This should be their REPORTING manager's KRA

Approach the conversation to help them. Mention the issue that's been reported, and ask that you wanted to understand if they are facing any issue personally or professionally which is causing this that the company or you as an HR can help them with. If they are senior folks, they'll get the gist of the conversation. Further you can continue with translating the policy and the issue and agitation it is causing within the team. Ask them to set a precedence for the younger folks in their team. Though, I agree with both @Abhash [TSOW admin] & @Adarsh Singh, policing the employee activities to this extent is an era long gone. And, this kind of talk should be manager's responsibility as they'd be able to strike the right chord with the actual issue it is causing.

Also, do check if the Sr. people are working late. If yes give them a leniency of 15 or 20 minutes once a month.The Srs usually understand but ask them politely to streamline the timing issue.

@Adarsh Singh @Anshul in my case the senior folks themselves are the managers who are coming late. Above them are the directors who have already discussed the late coming issue with them, still no change. Thus have told me to connect with these people weekly to see some improvement

@tanisha malhotra Even if they are senior they must be reporting to someone right ..like Their HOD..

@Adarsh Singh there reporting is directly to the founders.They have themselves asked me to takeup this issue

@tanisha malhotra what is the problem caused by people coming late? I'm assuming founders don't want the entire company to become indisciplined. So, the coaching/counselling can be done positively by: 1. Highlighting how much the founders look at these people as role models and exemplary professionals. 2. Talk about 1-2 instances (real or made up) when the founders spoke to a couple of folks coming late and they pointed out the leaders who are usually late. 3. Seek their support in ensuring that they are able to maintain their role model behaviour and promise to resolve any challenges they are facing in being on time.

Thanks @Sumit Singla this helps alot.

@tanisha malhotra In addition to Sumit’s point, it will be beneficial to explain how this is affecting company culture and productivity, if it is. I’ve realized that in some cases, if the repeated behavior outcome is explained to senior people, the desired results can be obtained. Another point to consider is why the leaders want a time-attendance policy in place if the work is completed on time. This can then be included in your communication to the latecomers to support your case.

Thanks @Wristy

@tanisha malhotra you should ask directors to implement continues late arrival policy .. should prepare a google form to train all the employees if you still need help text separately an lets close this thread here only.