“My team keep showing up late”

Punctuality may seem like a small issue, but when a team consistently shows up late, it can begin to chip away at trust, accountability, and productivity. Left unaddressed, it sets a precedent that standards don’t matter—which can quickly spiral into broader performance issues.

If you’re noticing a pattern of lateness on your team, here’s a proven, leadership-driven approach I recommend using to reset expectations and reestablish a culture of accountability.

1. Reset the Standard

The first step is to clearly and directly address what you’re observing. This can be done in a team meeting or in individual 1:1 conversations—whichever is more appropriate given the team culture and the severity of the issue.

What matters is your clarity and consistency. Communicate:

• What’s been happening: For example, “I’ve noticed several team members arriving late to work or meetings.”

• Why it matters: Reinforce the impact of lateness on the team’s productivity, trust, and collaboration.

• What your expectations are moving forward: Set a clear and specific standard, such as “I expect everyone at their workstation ready to begin work at their scheduled start time”.

Leaders often assume expectations are clear—until they realize they were never explicitly stated.

2. Remove Roadblocks

In 1:1s or team discussions, check in to understand:

• Are there any obstacles preventing the team from arriving on time?

• Is there something going on outside of work impacting punctuality?

• Do they need anything from you as their leader to meet expectations?

This step is critical for building trust. It shows that you’re not just enforcing rules—you’re also willing to remove roadblocks and support your team in meeting expectations.

If there are valid issues (e.g. a poorly scheduled morning meeting, transportation issues, or lack of clarity in start times), address them immediately. The faster you eliminate friction, the fewer excuses remain.

3. Supervise

Once expectations have been clearly set and any support has been offered, it’s time to monitor whether the change is actually taking place.

This doesn’t mean micromanaging—but it does mean paying close attention, especially in the first few weeks after a reset.

Are people showing up on time? Are they ready to work when the day begins?

Your presence and attentiveness reinforce that the expectation isn’t just a passing comment—it’s a new standard the team is accountable to. Early on, supervise more frequently. Over time, you can transition to occasional spot checks.

4. Give Timely, Individual Feedback

Use what you’ve observed while supervising to provide direct feedback—ideally in private 1:1 conversations.

• If someone has made a noticeable improvement, acknowledge it. Positive reinforcement builds momentum.

• If someone continues to fall short, offer constructive feedback and reinforce your expectations.

The more feedback, the faster you create change.

Why This Works (and Not Just for Lateness)

This approach—reset, check-in, supervise, and feedback—is a practical leadership framework that works for more than just punctuality.

It can be used to shift any team behaviour that’s been allowed to slide:
Whether it’s missed deadlines, poor communication, or low ownership, the formula remains the same.

• Make the standard clear

• Remove excuses

• Follow through with consistency