15% of workers say they are late to work at least once a week and nearly 25% lie about the reasons why. According to a new CareerBuilder.com survey, 2008 Late to Work Survey, 43% of managers say they don’t mind if employees are late as long as their work is finished on time and done well. Other managers, though, reported that they would consider terminating an employee who arrived late several times a year.
When asked about the reasons for their tardiness, traffic was far and away the most common excuse, reported by more than 32% of employees surveyed. 17% reported that they had fallen back asleep and 7% pointed to a long commute. 27% of managers didn’t buy it, saying they were skeptical of the excuses.
In light of these statistics, is there a case to be made for flexible-hour initiatives? Obviously, certain jobs require adherence to a specific schedule and do not allow for employees to come and go as they please. Customer satisfaction, for example, would not benefit from a customer-service department where the phones went unmanned because employees decided to arrive later in the morning. But other jobs can be performed successfully with flexible hours. As the saying goes, “If you can’t beat ’em, join ’em!” Is there some validity to that phrase in this context?