A few months ago, I worked with a business manager who was struggling.
One of her team members—let’s call him Mark—had called out six times in two months. Sometimes it was last-minute, sometimes it was just a no-show. She knew that Mark had a personal life that wasn’t easy, he had family that relied on him, and she wanted to do what she could to support him. However, the rest of the staff was frustrated, and she could feel the tension building.
She didn’t want to be harsh. “What if something’s going on at home?”
But ignoring it wasn’t working either. Her reliable team members were burning out, and turnover was creeping up.
When she called me up, she was nearly in tears, she felt so lost. She knew she had to do something, but didn’t know where to start. We took a step back and focused on what she could control:
- She put expectations in writing and shared them again with the full team.
- She began tracking absences consistently, without judgment.
- She met with Mark one-on-one—privately, respectfully, and directly.
He shared that he was overwhelmed, working two jobs, and not sure how to manage it. Together, they came up with a new schedule that he could stick to—or exit on good terms if it didn’t work. The rest of the team felt the shift immediately. And the team helped support Mark too.
If you’re facing a similar challenge, here’s what works:
1. Set clear expectations.
People want to do the right thing, but they need to know what that looks like.
- Put your policy in writing.
- Reinforce it during onboarding and routine check-ins.
- Ensure it’s applied fairly across the team.
2. Track attendance patterns.
Don’t rely on memory.
- Use a simple system to record tardiness and call-outs.
- Look for patterns that might indicate bigger issues.
- Keep records objective and consistent.
3. Address issues early—without assumptions.
Silence often leads to resentment.
- Ask with care: “Is there something going on that’s making it hard to get to work on time?”
- Stick to facts, not labels.
- Collaborate on a plan forward and document it.
4. Connect individual actions to team impact.
People are more accountable when they understand the ripple effect.
- “When you’re out, others have to stay late.”
- “Late starts delay every appointment on the schedule.”
5. Lead with fairness, empathy, and follow-through.
The goal isn’t discipline—it’s stability, respect, and shared accountability.
If your business could use help building or refining your attendance policy, I’d be happy to support you. It doesn’t have to be complicated—it just needs to be clear, fair, and consistent.
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