What should a supervisor do when a team member is consistently late?

Addressing the issue privately and discussing potential solutions is the most effective approach when a team member is consistently late. This strategy fosters an open line of communication between the supervisor and the employee, demonstrating that the supervisor is committed to understanding the situation rather than simply punishing the employee.

By having a private discussion, the supervisor can gain insight into any underlying issues that may be contributing to the tardiness, whether they are personal challenges, misunderstandings about work hours, or other factors. Moreover, this approach encourages a collaborative atmosphere where the employee feels supported and is more likely to take responsibility for their actions. Together, they can explore potential solutions, such as adjusting work hours or providing additional resources to help the employee arrive on time.

This method not only helps to resolve the issue but also strengthens the supervisor-employee relationship, promoting trust and accountability within the team.