13 Tips on How to Handle Unreliable Employees

Unreliable employees are characterized by being unpunctual, missing deadlines, having poor communication, and disregarding rules. These employees can impact morale and business performance. Some ways to handle these employees include honest conversations, communicating standards, and creating a friendly work environment.

What is The Best Way to Handle Difficult Employees?

As a successful entrepreneur with multiple businesses, I’ve found that what may look like unreliable behavior from an employee is often a matter of miscommunication or unclear expectations. Many difficult employees are actually extremely capable people who just need the right leadership to thrive.

In fact, transforming these individuals into high performers is one of the most rewarding parts of being a leader. While there are times when tough decisions are necessary, your first response should always be rooted in honest conversations, compassion, and a commitment to guiding others toward their full potential.

Want to learn more about me? Discover stories of people I’ve helped achieve their life goals.

13 Tips on How to Handle Unreliable Employees Effectively

Here are some tips on how to handle unreliable employees effectively:

1. Honest Conversations

Start with a direct and respectful conversation. Clearly point out the unreliable behavior, and express concern. Offer available resources or support to help the employee improve. This dialogue can uncover underlying issues and demonstrate a willingness to find solutions together.

Research shows that employees may feel more satisfied with their job when their managers truly listen to them than when they get a pay increase.

2. Lead By Example

Model the behavior you expect from your team. When leaders demonstrate professionalism and reliability, employees are more likely to follow. Research confirms that strong leadership improves business performance.

3. Create A Friendly Work Environment

Unhappy employees may become unreliable due to a lack of motivation. Promote work-life balance, celebrate achievements, offer wellness perks, and organize team-building events to improve morale. According to research, happy employees are about 10% more productive.

4. Provide Additional Training

Ongoing training boosts performance and reinforces expectations. For unreliable employees in particular, additional training can address knowledge gaps and refresh motivation. In fact, a survey shows that job training can improve overall employee performance by 59%.

5. Communicate Your Standards

Set clear expectations for performance and behavior from the start. Outline both the consequences for underperformance and the rewards for excellence.

6. Regular Kick-Off Meetings

Having short meetings at the start of each shift can improve team coordination and accountability. This approach helps prevent forgotten tasks and missed deadlines, particularly among those who struggle with punctuality or focus.

7. Prepare for the Worst

For employees with frequent absences, have contingency plans ready. Provide managers with a list of dependable employees who can cover shifts on short notice to minimize disruption.

8. Clock-In Software

Utilize clock-in software to monitor attendance and punctuality accurately. These tools help track when employees arrive and leave, making it easier to identify patterns and address issues with concrete data.

9. Put Warnings in Writing

When addressing an issue, verify the facts and issue a formal written warning. This keeps you and the employee conscious of previous undesired behaviours.

10. Be Present

An absent leadership presence can contribute to workplace issues. Regular meetings, even once a month, can help identify and resolve tension early, improving team dynamics.

11. Be Timely

Address recurring problems immediately. A quick follow-up with a second written warning reinforces the seriousness of the situation, which can help the employee correct his or her behavior.

12. The Three Strike Policy

To manage frequent delays, implement a three-strike policy that sets a clear limit on how many times an employee can clock in late before action is taken. Consistency is key.

13. Consider Termination as Your Last Option

If the behavior persists despite multiple interventions, it may be time to let the employee go. Allowing one unreliable employee to remain unchecked can spread poor habits and damage team morale and performance.

An Example of How to Handle an Unreliable Employee

Consider a situation where an employee frequently arrives late, disrupting team performance.

Begin by having an honest conversation to understand the root of the issue and explore possible solutions. Issue a formal written warning. Support the employee by providing access to tools and resources that may help them improve.

Implement clock-in software to monitor attendance and gather objective data. If delays persist and stem from poor time management rather than a personal crisis, consider termination after a structured process like a three-strike policy.

If personal challenges are involved, continue offering support and patience while working toward resolution.

Traits of an Unreliable Employee

Here’s a more comprehensive look at the traits of unreliable employees.

Unpunctuality

While occasional delays are understandable, a frequent lack of punctuality signals an employee who cannot be counted on to respect time commitments.

Missing Deadlines

An employee who often misses deadlines creates stress and frustration for colleagues and supervisors. This behavior can also derail projects, harming the overall performance and reputation of the company.

Poor Communication

Failing to respond promptly, delivering vague updates, or avoiding discussions are signs of poor communication. This can confuse colleagues and hinder effective collaboration within the team.

Lack of Ownership

These types of employees frequently refuse to take responsibility for their mistakes, opting to blame others instead. This behavior prevents personal growth and fosters a toxic work environment.

Disregard for Rules and Procedures

Ignoring established rules and protocols can lead to costly errors, safety risks, legal issues, and compromised product or service quality. Such actions also harm the company’s reputation.

Inconsistent Performance

Employees who constantly fluctuate between meeting and missing expectations contribute to missed deadlines and unpredictable workflows. While occasional inconsistency may stem from personal challenges, persistent issues linked to a poor attitude must be addressed quickly.

Frequent Absences

Though some absences may be due to legitimate personal or health concerns, frequent and unexplained time off creates scheduling difficulties and places unfair strain on coworkers.

Overpromising and Underdelivering

When employees commit to more than they can handle, it often results in unmet expectations, missed deadlines, and the need for others to step in, ultimately affecting the entire team’s performance.

Resistance to Feedback

Employees who react defensively, deflect responsibility, or ignore constructive criticism hinder their own development and disrupt team progress.

Negative Attitude

A persistently negative attitude contributes to a toxic work environment, lowering morale and harming the performance and cohesion of the entire team.

FAQS About Unreliable Employees

How to Manage Employees Who Don’t Respect You?

Disrespectful behavior in the workplace can take many forms, such as gossiping, lying, shouting, using inappropriate language, or being physically disruptive.

To handle this effectively, start by encouraging open feedback and listening to employees to uncover potential issues. Offer professional, constructive feedback instead of complaints, and always document incidents. Most importantly, rules should be enforced, and clear consequences should be set if the behavior does not improve.

What Are the Consequences of Not Listening to Employees?

Failing to listen to employees can result in low engagement, poor morale, and increased turnover. As a manager, make sure to truly listen to your employees’ concerns and suggestions to boost job satisfaction.

How Do You Handle an Employee Who Thinks They Are the Boss?

Set firm deadlines, define acceptable communication standards, and make it clear what behaviors are and aren’t tolerated. This sets boundaries and reinforces the chain of command within the team.

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Ken Rusk is a blue-collar entrepreneur who has started several successful endeavors and mentored hundreds of young people in their pursuit of a satisfying career and fulfilling life. Discover how Ken’s approach to life and work can help you set and achieve your goals – all while avoiding the nearly inescapable trap of college debt. Get a copy of the Wall Street Journal bestselling book, Blue Collar Cash today!