Getting team members to respect deadlines.

12 Comments

1. AnonymousApril 12,2023 at 10:42AM UTC

   Sending a another message is not going to impact the process.
   You must send your Director a notice that the reporting will be late due to data being received late from xyz departments and you copy those individuals. By repeatedly calling the individuals out as consequences to their missing their deliverables you set up accountability and a paper trail.

   Quite simply, the data is late because it is allowed to be late without accountability. No consequences means no urgency.

2. Kristie WhiteApril 12,2023 at 12:50PM UTC

   As I understand it, you have no authority over them and no power and they know it. And the Director doesn’t have much power either, since they didn’t listen. The Director may be intimidated by these three or may have blamed you or have been soft spoken and understanding. You have no way of knowing and if they report to the Director, the late data is the Director’s problem. So I would rework your schedule to plan for their typical delivery time. If it looks like the report will be late, would send a note to the Director that details every person who has turned in their data and who has not and when you expect the report to be delivered. I would not work overtime to make sure the report is on time. This is a problem that should impact the Director, if they don’t care neither should you.

3. AnonymousApril 13,2023 at 12:31PM UTC

   Here are a few suggestions to help get your team members to respect deadlines:

   Clearly communicate the consequences of late submissions: Make sure everyone on the team understands how their late submissions impact the department and ultimately, the Director. You could also explain the importance of timely data submission to the team members who submit data on time, as positive peer pressure can be an effective motivator.

   Set clear expectations: Set clear expectations for the team about what is required, and when it is due. Consider creating a policy that outlines the deadlines and consequences for non-compliance.

   Make the consequences of late submissions known: Make sure the consequences of late submissions are known to everyone on the team, and are consistently enforced. This could include withholding bonuses, reducing performance scores, or other measures that are important to your team members.

   Recognize and reward on-time submissions: Recognize team members who submit their data on time with a public acknowledgment, or other non-financial incentives like extra PTO days or flexible work hours. This can encourage others to follow their example.

   Establish regular check-ins: Schedule regular check-ins with team members who regularly miss deadlines to discuss why they are having trouble meeting the deadline, and brainstorm ways to help them improve.

   Remember, changing behaviors takes time and patience. Stick to your expectations and communicate clearly, and with time, your team members will likely begin to comply.

4. AnonymousApril 13,2023 at 6:27PM UTC

   I have and I alerted the Director of this at least 3 times over the past year and he addressed it directly. One month I gave the group an additional 5 days to see what would happen. The same 3 were still late.

   I like your suggestion of automating the capture process.

5. Clare JohnsonApril 14,2023 at 12:40PM UTC

   Could you simply add a grid table at the bottom of the email and when you send it out mark those from whom it has been received. It allows everyone to know who is late while simultaneously thanking those who are on time. When you send out the email be sure to CC the director. And when you receive everyone's in a timely manner be sure to send out a big thanks.

6. AnonymousApril 14,2023 at 3:11PM UTC

   Is there any way you could leave them out and say information was not received in time ? Consequences can be an inspiration to get work done on time

7. AnonymousApril 14,2023 at 5:13PM UTC

   Sure is, let them know that their raises and performance bonuses include meeting deadlines set by leadership and the team. Put reminders on their calendar and schedule 10-15 minute check-ins daily for anyone who slips the first reminder for anyone that is late don't include their information in your final document but instead provide it as a kind of caboose to the other work and point out to leadership that the person who was delinquent is chronic and is struggling to take direction on the need for timely data. If there are other roadblocks and you are their direct manager then 1-1 and discussion time for each and documentation. This may seem harsh but you have to hold people accountable as this also is a reflection on your own work.

   You got this!

8. AnonymousApril 14,2023 at 7:47PM UTC

   I'm in the same boat, team members who refuse to meet deadlines and managers who refuse to hold them accountable. I think the current process you have works, why do you need to micro-manage these people to get their work done? I think it's quite ridiculous that your team members (and mine) behave this way, I can understand missing a deadline here or there for specific reasons, but to do it consistently should not be tolerated!

9. AnonymousApril 15,2023 at 5:44PM UTC

   be firm and clear and let them know that no bounces, salary raises, or promotions if they don't respect the deadlines and do better performance.

10. DanaApril 15,2023 at 7:43PM UTC

    There are a lot of good recommendations here. But I would like to toss out something else to consider (which you most likely already have). Discuss with each person individually what it is that is taking them so long in getting the information to you. Just as you need your info by a certain time of the month maybe the data they are gathering and processing is not getting to them in a timely manner. Then you could perhaps help them with their bottlenecks. They may be as frustrated as you because they are not getting their info in a timely manner. Just a thought.

11. Liz MilneApril 15,2023 at 10:09PM UTC

    I would go to each, holding a clipboard: 'John, you're late with the figures...' flip back a page and raise eyebrows, 'again. Is there a problem with getting me the figures by the 10th? When I asked last month, you said it was not a problem.' (Presumably you've chased 'John' before!) Then carefully write down whatever excuse he gives, repeating it slowly and clearly if it sounds like BS; then move onto the next offender. If they ask what the notes are for, big bright smile and 'Oh, this is just for me, reviews are coming up in a [whatever time frame].' (Note, you've not actually said you're holding their tardiness against them, just implied it!)This should only be used against those who don't have good reasons for not getting the figures promptly, not against those who have too much work or who rely on others giving them some of the data - they'll need different fixes :)

12. JenniferApril 15,2023 at 11:56PM UTC

    I'd likely handle this by setting up working meetings, a few days before each deadline, with those who have demonstrated their need for assistance in filling out their figures on time. Fifteen minutes each should do the trick, assisting where needed and leaving with exactly what you need to proceed.