How do I approach my team member’s continual lateness without being insensitive to her personal stuggles?

APPRENTICE star and West Ham United vice-chair Karren Brady answers your careers questions. Here, Karren gives her expert advice to a reader who wants to find the right way to address a punctuality problem within her team. Karren Brady gives you career advice Q) I manage a small team and one of them is consistently late. Usually it’s only 10-15 minutes, but it happens several times a week. Sign up for the Fabulous newsletter Thank you! On the other hand, she is a hard worker and goes above and beyond her day-to-day role. I’m aware she is dealing with some personal issues (although she hasn’t actually disclosed anything to me), and I’m wondering if this is affecting her punctuality. READ MORE FROM BOSSING IT Recently, another team member complained to me about her lateness, saying he felt she was getting special treatment. I don’t want to ignore his complaint, but I also don’t want to upset someone who is clearly juggling a lot right now and is a valued employee. What should I do? Isabelle Most read in Fabulous A) You don’t have to choose between being kind and being firm – good leaders are both. Your team member’s lateness needs addressing because consistency is important, and once one person appears to have different rules, resentment spreads quickly across a team. Speak to her in private and start by acknowledging her value and hard work – people respond far better when they know their efforts are recognised. Then explain what you’ve noticed and give her space to share anything she wants to, without pressure. If short-term flexibility is possible, offer it, but be clear about expectations going forward. She may not want to discuss personal issues, and that’s her right, but she’ll remember that you asked. Compassion keeps people loyal, fairness keeps teams functioning. A good manager knows when to show both – and this is one of those moments. Got a careers question for Karren? Email bossingit@fabulousmag.co.uk. Comment now