You're managing a restaurant team. How do you address a server who is consistently late for shifts?

Absolutely. If an employee is late for their shifts, it is imperative that they understand that their disregard of time can be a ripple affect and Ultimately cause the entire shift to be negatively impacted. Though there is an understanding that sometimes things happen in our personal lives that can alter the way we govern our time, if that is the case then the employee needs to communicate this to the manager to allow them to prepare in case of shortcomings. Also it causes others employees to have to do double the work. Time management is extremely important.

Set a standard with your employees. They have to be considerate of everyone else who is working the shift with them, because it will throw off the flow of the shift. Let the first time be a verbal communication with the employee. If it happens a second time, then issue a write up to sign; even if they decide not to sign it, they're still being held within contempt. The last time will result in a final written communication, which will lead to termination the next time it happens. Understandable that we all have our own obligations to take care of, but we still have to be considerate of the OTHER people that we work with. We have to show fairness.

Se debe analizar si es un hecho aislado o sigue un patrón de conducta y de que forma influye en el sistema de la organización, Teniendo en cuenta que eso forma diferencias entre los empleados y lo debemos erradicar para no crear futuros malos habitos

I would step aside and ask the employee if a different shift may be needed, adjustments in any way to his/her shift. The employee may be having problems @ home, lack a sitter for their child, have to take care of elderly family, have domestic problems, there are too many reasons... so open discussion letting the employee know how valuable to me he/she is, and how I am willing to help make things easier so as to keep him/her as a strong part of the team and employed. =)

I believe this to be the best approach. Some have total disregard in their own mind. Sometimes, though, outside influences in their life are the culprit. In many cases those outside influences don't care and actually serve to bring down the quality within the person's life. It's not always within the person's current power to get rid of them. Losing the job would not make that better.

Siempre hay que hacerlo en un entorno privado y es un estado calmado y sin levantar la voz Dejando explicar por que motivo se da esta falta , explicar las consecuencias de su comportamiento y llegando a un entendimiento con la base que no se pueden repetir este comportamiento si no son por razones de extrema prioridad

I concur with the aforementioned statements and hold the individual fully responsible for any subsequent actions. Furthermore, I propose maintaining open lines of communication to facilitate effective collaboration and address any concerns that may arise.

Addressing a server who is consistently late for shifts requires a balanced approach that combines understanding with clear expectations and consequences. By addressing the issue professionally and empathetically, you can help the server improve their punctuality while maintaining a positive and productive work environment.

Offering support begins with initiating dialogue with the affected server. Dialogue would allow me to understand the circumstances that lead to consistent tardiness, as well as enable the server understand the impact on restaurant operations. Once I had a colleague who was almost always late to work. Her lateness was unintentional but unavoidable because she had a young child whom she had to drop at a daycare before leaving for work. However, the daycare opened late which consequently made my colleague to report late to work. Therefore, to support such a server, after confirming the reason for being late, I would work towards accommodating them better by allocating them a shift that allows them to report to duty on time.

Si por motivos ajenos a su voluntad se da esta circunstancia se debe llegar a un acuerdo beneficioso para ambas partes para facilitar su incorporación en un horario que resulte más factible

Tras el mutuo acuerdo es indiscutible que hay que comprobar que dicho acuerdo se cumple por ambas partes y valorar los resultados

When addressing this issue it's essential to approach the conversation in a calm and professional manner. Here's a suggestion- 1. State the issue: I've noticed that you've been late to your shifts several times. I understand that unexpected things come up but it can impact team performance. 2. Focus on the impact: "When you're late, it puts additional pressure on your colleagues, and we risk providing subpar service to our customers. 3. Set clear expectations: "Going forward, I expect you to arrive on time for your shifts. If you're running late, please notify me or your team in advance so we can make necessary adjustments." 4. Offer support: "If there's anything I can do to help you get to work on time.

If all other suggestions were approached, I would reevaluate how to move forward in a way that shows my support to the employee who needs guidance towards a solution.

Si las cosas han mejorado perfecto pero si no hay que tomar medidas correctivas principalmente por el respeto de los demás trabajadores y el de la empresa que para eso se marcar unas normas para el buen funcionamiento