How to deal with employees coming in late

Summary

• I always make sure that I set clear expectations for my team about being on time, both by saying it out loud and putting it in writing, so everyone knows exactly what "on time" means.
• Before getting upset with someone for being late, I first check if I actually told them what was expected. If I haven't, then it's on me to fix that first.
• I understand that being on time is a skill—not everyone has learned how to plan for things like traffic or unexpected delays, and that's something I can teach.
• When my team showed up late for a dinner—only 2 out of 7 people were there at the agreed 5:45 PM time—I didn’t punish them or get mad. Instead, I used it as a teaching moment.
• I explained what being on time really means, and I shared ways for them to plan ahead, like thinking about possible traffic or other things that could go wrong.
• After teaching my team these skills, none of them have been late since. This shows me that most people just need help learning new habits, rather than being disciplined right away.
• I believe the best way to help people grow is to teach them how to solve problems, not just tell them they did something wrong.

Video

How To Take Action

I would suggest implementing clear expectations in your workplace or personal life by saying exactly what you need, both out loud and in writing. For example, if you want everyone to be “on time,” explain what that means. Does it mean arriving right at 9:00 AM, or being ready to start at 9:00 AM? Spell it out so there is no confusion.

A good way of doing this is to check yourself first before getting upset with someone for not meeting your expectations. Ask, “Did I actually tell them, and did they really understand?” If the answer is no, take responsibility and fix it.

If you notice people are often late, realize that being on time is a skill. Not everyone naturally thinks about planning ahead for obstacles like traffic or last-minute emergencies. Instead of punishing people or getting frustrated, take the time to teach them. Show them how to think about their schedules, how to leave early to account for delays, and how to set reminders.

Start small and keep things simple. You can have a quick conversation or send a reminder message about what needs to happen and by when. Guide people on how to break old habits and replace them with preparation and planning.

Remember, helping someone learn how to manage and solve these problems will pay off more than just pointing out what they did wrong. When you teach skills, people grow, and the team or business improves—without spending a lot of time or money.