Addressing Chronic Employee Lateness Management Strategies Research Paper

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Action Plan for Fast Fleet Shoes Manufacturing – Shift Improvement Strategy


From: Shift Supervisor


To: Co-Leads: Mark Johnson & Sasha Patel


Date: 2-20-25


Subject: Immediate, Six-Month, and One-Year Plan for Shift Improvement


Introduction


Team,
As you know, I have recently taken over as the Shift Supervisor here at Fast Fleet Shoes Manufacturing. Our department has faced challenges, including low morale, absenteeism, underperformance, and leadership gaps. The previous supervisor’s shortcomings have left us with both operational and personnel issues that we must address together. However, I am confident that with the right leadership approach, transparent communication, and clear expectations, we can turn this department around.
I am implementing an Immediate Plan (First 3 Months), a Six-Month Plan, and a One-Year Plan to steer our department. In the spirit of full transparency, I am giving a breakdown of each phase, describing the leadership approaches and strategies I will adopt, along with feedback mechanisms and performance management techniques that will be used. One final note: I am going to address each issue directly, openly, decisively, and fairly—for all to see and understand.

Immediate Plan (First Three Months)


Our primary goal in the first three months is to stabilize the department, enforce the rules, and rebuild morale.

1. Addressing Chronic Tardiness and Absenteeism


We have two employees causing operational disruptions:


· Employee 1: Chronic Lateness – This individual consistently arrives late, which negatively impacts the team’s workflow. I will schedule a one-on-one counseling session with this person using constructive feedback techniques (Harris & Kuhnert, 2008). We will discuss the root cause (transportation issues, personal problems, etc.) and create a SMART objective to improve this worker’s punctuality:
· Specific: Arrive on time every day for the next 30 days.
· Measurable: Not a single late arrival in that period.
· Achievable: Provide support such as shift flexibility if needed and/or possible.
· Relevant: Direct impact on team efficiency.
· Time-bound: Progress checked weekly.
· Employee 2: Frequent Call-Ins – Absenteeism without valid medical or personal justification hurts morale. I will review attendance records and conduct a formal meeting to discuss concerns and expectations with this person.
If either employee has a valid personal issue (such as medical, childcare), we will explore possible accommodations.

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However, if chronic lateness or absenteeism continue, progressive discipline will be applied, in accordance with company policy.
There will be no more toleration of such blatant disregard…

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…· An Employee Development Plan (EDP) will be installed so that there are clear pathways for growth based on skills, performance, and leadership capabilities.

4. Adjusting Workload and Schedules for Efficiency


· We will review the shift rotation process and optimize it to balance workload fairly, so as to avoid burnout among workers and to promote team cohesion.

One-Year Plan


After stabilizing operations and leadership structure, we will focus on boosting performance and building a culture of excellence.

1. Implementing Continuous Feedback and Employee Engagement Surveys


· A quarterly employee feedback survey will help measure progress and pinpoint further areas for improvement.


2. Developing a Succession Plan


· Identify top performers who could move into leadership roles within the next 1-2 years.
· Train co-leads to take on more supervisory tasks, and prep them for promotions when opportunities arise.

3. Introducing Productivity Incentives


· A performance-based bonus system will be proposed to management.
· Recognition programs will expand to reward employees for speed, problem-solving, teamwork, and leadership.

4. Exploring Policy Updates for Work Flexibility


· I will propose a hybrid model for applicable roles like inventory control, so that performance is maintained and personal needs accommodated when possible.
· This could set….....

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"Addressing Chronic Employee Lateness Management Strategies" (2025, February 20) Retrieved June 3, 2026, from
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https://www.aceyourpaper.com/essays/addressing-chronic-employee-lateness-management-2182989
   

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