"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.