| Getting your Trinity Audio player ready... |
How to Manage an employee who always makes excuses
Let’s say you are a new team lead and there are dedicated individuals assigned to work. Repeatedly you notice one of the employees coming late with an excuse. How will you handle it?
Managing an employee who consistently makes excuses can be challenging, as a new leader it will be daunting too, scratching your head how to manage these kinds of individuals will become a never-ending problem to deal with every morning – hope it’s occasional.
You will have nightmares about the morale of the team you want to build and there is a high chance it is getting spoiled too.
Don’t worry as a new leader you must go through this kind of phase and it’s not as daunting as you may think, there are big problems and challenges you will go through when you grow up in your line of business. So, start thinking of ways to solve the problem instead.
Study says On average, 6% of hourly workers are late to work, study finds
But to get started with this problem first, here are some steps you can take to improve the situation.
Communication
- Have an open and honest conversation with the employee.
- Express your concerns about their pattern of making excuses and how it affects their work and the team.
- Listen to their perspective and provide specific examples to support your observations.
- Have it documented in your One 2 One report if you had similar instances and agreements in the past so that the HR in charge is aware that there is a problem.
Expectations Setting
- Clearly define expectations and set realistic goals for the employee.
- Make sure they understand what is required of them and the consequences of not meeting those expectations.
- Hold regular team huddles and One 2 One session
For example: I have regular contact with team members and talk to them frequently. This way I know them very well and have an open-door policy where team members can freely communicate and share their challenges and support needed areas. Having a good relationship with your team members will solve 50% of your problems but it’s not as easy as you think.
Accountability
- Hold the employee accountable for their actions and performance.
- Encourage them to take ownership of their responsibilities and complete tasks without relying on excuses.
- Regularly review their progress and provide feedback on areas that need improvement.
Support and Resources
- Assess if the employee has the necessary resources, training, or support to fulfill their responsibilities.
- They may be making excuses due to a lack of knowledge or resources.
- Offer guidance, additional training, or mentorship if required.
Problem-solving
- Work together with the employee to identify any underlying issues that may be causing them to make excuses.
- Offer assistance in finding solutions and address any obstacles that may hinder their performance.
Positive reinforcement
- Recognize and reward the employee when they take responsibility and demonstrate improved behavior.
- Positive reinforcement can motivate them to change their habits and focus on finding solutions rather than making excuses.
Consequences
- If the employee continues to make excuses despite your efforts, you may need to implement appropriate consequences, such as disciplinary action or a performance improvement plan. However, always follow your organization’s policies and procedures when taking such measures.
- Remember, effective management involves understanding and addressing the root causes of the behavior while providing guidance and support to help the employee improve.
Employee Handbook
Also, my strong suggestion as a new leader is to read your Organizations Employee Handbook, Operations Manual, Business Contract as it provides guidance and information on the company’s mission, vision, values, policies and procedures, and workplace code of conduct. Hold regular team huddle and One 2 One session explaining the goals of the project this shows the value and purpose of your team.
Sometimes your team members may not understand the criticality of the KPI’s or the SLA contractual requirements but it’s your responsibility as a leader to communicate better and make them realize the importance of the businesses you lead especially the client conversations and criticality of the work. This is why communication is important!
By implementing these strategies, we can effectively manage and lead teams while also addressing the behavior of team members who frequently make excuses. Through a combination of supportive measures and clear expectations, we aim to encourage positive changes in the team’s dynamics and individual performance.
Related articles:
How One Late Employee Can Hurt Your Business: Data from 25 Million Timecards
The Real Reasons Employees Are Late to Work
Do you have similar experiences while managing people? please leave your story here!
Once again, thank you so much for taking the time to read this article. For more content on Project and Operations Management and best practices, I encourage you to explore my other articles here at Project Insights – for best practices and real project experience (www.projinsights.com)
Your comments and feedback are always welcome and appreciated.
If you enjoy my content and would like to show your support by purchasing a coffee, please feel free to do so – https://www.buymeacoffee.com/vinodkumar186
