Home » Coaching Conversations » Suppose an employee you are managing has been consistently coming back late after lunch. He has previously been a high performer. How would it be best to approach this situation?

Suppose an employee you are managing has been consistently coming back late after lunch. He has previously been a high performer. How would it be best to approach this situation?

Have a friendly conversation to explore what he is thinking and feeling about having set times for lunch. Then connect some positive feeling with the benefits of complying with the set time limits for lunch. Don’t worry about documenting this or getting a set commitment.

Have a meeting where you start by affirming the good work he has done, then clearly state that you need to address this new pattern of him being consistently late from lunch break. Ask him to explain why this is happening; then listen carefully. Offer to help him find ways to resolve whatever issues are causing him to be late, while making it clear that this is his responsibility. Encourage him to accept ownership of his behavior. Come up with a plan for him to make changes that will keep him back from lunch on time. Document this, explain the consequences if the late returns continue, and set a time to follow up.

Have a formal meeting to tell him that his consistent late behavior is unacceptable, that you insist he get back from lunch on time, and that you think it shows disrespect to his coworkers when he takes such liberties. Then ask him to try to get back from lunch on time.

This scenario puts into practice a good Developmental Coaching Conversation. Whether it’s late to work or back from lunch the same principles apply. You should affirm good work, clearly state the problem, ask “Why?” and listen without validating excuses. You can ask questions to help employee see how thoughts drive behavior, encourage him to accept ownership of thoughts, choices and behaviors,