Jim’s Annual Review

On-time attendance of employees ensures that work is completed on time. Therefore,
it is a key element of business success. That is why it is important to address Jim’s recent
tardiness before it becomes a major problem in the production line.
To address Jim’s recent lateness, I first gather all the facts regarding his work
attendance from the time that he got employed at the company. It is important to use facts
when addressing performance problems of an employee so that they do not feel like you have
any personal problems with them (Delpo & Guerin, 1). Having gathered the records of work
attendance, I will call him to my office for private discussion of his problem.
I will start the conversation by explaining to him the reason for calling him. I will
then register my concerns to him about his tardiness. I will let him know that coming to work
late is not only against the company’s policy but is also a major hindrance to the success of
the organization. It slows down productivity and demoralizes other employees who come
early and have to do some of Jim’s work because of his lateness.
Having explained to him my concerns about his coming to work late, I will let him
know that the purpose of the meeting was not to put him down but to understand what the
problem is and how it can be addressed so that he goes back to being the model employee
that he was in the first nine months that he worked for the company. I will praise his previous
dedication and strong work ethic. I will let him know how impressed his supervisor and
colleagues were with his previous commitment to work and excellent performance and how
they felt confused and disappointed at his recent lack of drive and change of attitude towards
work.
After praising his previous commitment to work, I will invite him to explain the cause
of his recent tardiness. Based on his explanation, we will discuss the best way forward to
address his issues so that he becomes motivated and driven again. Before ending the

3
conversation, I will let him know the generous bonuses, and potential promotion and salary
increment that awaited him if he became a high-performing employee again. I will also let
him know that I will always be available to address any concern or challenge that may affect
his workplace performance.

4

Sources

1. Amy Delpo and Lisa Guerin. 2017. Dealing With Problem Employees: How to
   Manage Performance & Personal Issues in the Workplace. Nolo