Punctuality is not just a workplace courtesy, it is integral to workflows. This translates to seamless patient care and client service in the veterinary practice setting.
When team members arrive late - even by a few minutes - the consequences can extend far beyond inconvenience. Appointments may be delayed, hospitalized patients may wait longer for treatments, surgical schedules can be disrupted, and coworkers are forced to absorb additional stress. Even one minute matters. If a schedule indicates a start time of 8:00 a.m., the expectation is that an individual is ready to begin work at 8:00 - not 8:01. For some, that may mean arriving to work at 7:50 a.m. to allow for time to change from street clothes and into scrubs. Whether it’s patient intake, morning treatments, surgery prep, or anesthesia monitoring, all depend on each member of a team being present and prepared. A single late arrival can create a cascade of delays that impacts patients, clients, and staff morale for the rest of the day.
Normalizing even small amounts of lateness can quickly erode standards and can place an unfair burden on team members who consistently arrive on time. In order for managers and supervisors to address these matters, they must first be tracking attendance objectively and consistently. This can be accomplished by creating attendance calendars or time logs. Clear documentation supports fair enforcement of hospital policies and protects both leadership and employees when difficult decisions must be made. Documentation also removes emotion from any conversation that a manager has with an employee and allows them to address issues based on facts, not frustration.
When lateness becomes chronic or a recurring pattern of conduct, it must be addressed with clarity and consistency. When speaking with employees, leaders must work to determine whether a team member is unable or unwilling to arrive on time.
- Unable: Factors such as childcare drop-offs, transportation challenges, or ineffective morning routines may be contributing to lateness. In these cases, leadership may be able to help by offering time management guidance, adjusting start times, or reassigning the employee to a later shift that better aligns with their circumstances.
- Unwilling: If an employee can meet the schedule but chooses not to, the issue becomes one of professionalism and accountability. This is a disciplinary issue that must be addressed promptly and consistently.
Recognizing the difference allows veterinary leaders to remain compassionate without compromising standards of care.
Conversations pertaining to employee conduct should always be documented - whether it's just a warning or a formal "write-up." When chronic lateness continues despite coaching and reasonable accommodations, progressive discipline is appropriate. This may include formal warnings and, when expectations still are not met, termination. While these actions are difficult, failing to address ongoing lateness signals to the team that standards are optional.
In veterinary medicine - where teamwork and reliability are essential for patient care and safety - allowing chronic lateness to continue can place patients and staff at risk. Punctuality is ultimately about respect - for patients, clients, and coworkers. Setting clear expectations, consistent tracking, and fair follow through help create a hospital culture where being on time is the norm.
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