How would you address the issue of a subordinate who is consistently late for their shift?
The interviewer wants to see how you would approach this situation to see how well you communicate and to see your leadership, problem-solving, and conflict resolution skills. You can answer this question hypothetically if you have not been a leader before. If you have previously worked as a leader, discuss a time you had to use corrective discipline with an unreliable employee.
"I have had subordinates come to work consistently late. We have a system for documentation, which I follow carefully. I also ask them straight out if there is a problem I can assist with. Perhaps they are having a transportation issue, childcare issue, or troubles with sleeping in. You never know another person's struggles, so it's important to ask them in a private setting."
"If I had a subordinate who was consistently late for their shift, I would have a private, one-on-one conversation with them. I would ask my employee why they were consistently late for work and assist them if I could with their issue. Documentation is essential in these situations. If the behavior continued, there would need to be disciplinary action, which I would explain to the employee."
"As a leader, I strongly believe that people do not want to disappoint you. My initial instinct would be to uncover the challenge the employee was facing. Perhaps it's a transportation issue or something in their personal life. I would rather act as a mentor and help them resolve the roadblock causing the tardiness instead of resorting to disciplinary action right away."
When responding to this question, focus on addressing the person privately, asking questions about their reason for being tardy, offering solutions to their problem, and taking disciplinary measures if necessary. You want the interviewer to see that you are a compassionate leader with excellent communication and problem-solving skills.
Avoid saying that you would immediately discipline your subordinate or complain about them to your superior. It is best to handle the situation independently and find out why the employee is consistently tardy.
Community answers are written by other candidates practicing this set. Reading how others frame the same question is one of the fastest ways to sharpen your own.
Anonymous Answer
I've had this happen numerous times with my current employer. We had a guy who would always be late for shifts. After giving him a second chance, I told him I would tell the boss if it happened once more. He was still constantly late so I told our boss and he took care of the situation.
Rachelle's Feedback
This sounds like a frustrating experience! I recommend framing it in a more forward way.
"This has happened numerous times with my current employer. When someone is late, it throws the entire project off deadline. The last time this happened with a co-worker, I reported the situation to my boss. I am all about respect and reliability in the workplace."
Anonymous Answer
When I was a supervisor for my security job, if I had a subordinate that was late, I would pull them aside and ask them if there was a schedule conflict with there assigned shift, if there wasn't I would warn them to not do it again because it causes issues, if it persisted they would get disciplined.
Rachelle's Feedback
Very good approach, asking first if there is a conflict you are not aware of.
Anonymous Answer
I want to find out what my coworker is struggling with, uncover the challenge he/ she facing, or it can be some source of stress from her/his personal life. Provide aid and support to that coworker. My goal is to help with the tardiness, not punish my coworker. I do not mind covering a little bit of extra work, but it happens more than three times, I will report that to the boss.
Rachelle's Feedback
You have professional boundaries, which is very necessary, but also show a lot of empathy and understanding. Very well said!
Unlock all 40 Correctional Officer questions
Unlock expert responses to high-pressure scenarios correctional facilities prioritize during interviews.
Get Started