How would you address the issue of a subordinate who is consistently late for their shift?

Question

Rachelle Enns · Accepted Answer

"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."

Rachelle Enns · Answer

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.

Krista Wenz · Answer

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.

Krista Wenz · Answer

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.

Rachelle Enns · Answer

"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."

Rachelle Enns · Answer

"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."

Anonymous User · 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."

Anonymous User · 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."

Anonymous User · 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."

How would you address the issue of a subordinate who is consistently late for their shift?

How to Answer: How would you address the issue of a subordinate who is consistently late for their shift?

Advice and answer examples written specifically for a Correctional Officer job interview.

39. How would you address the issue of a subordinate who is consistently late for their shift?

Why the Interviewer Asks This Question

Focus Your Answer On

What to Avoid

Entry Level Example

Answer Example

Experienced Example

Anonymous Interview Answers with Professional Feedback