The nice weather is coming and this can lead to some employees taking frequent and/or extra long breaks. The worst-case scenario is others begin mimicking this behaviour. Performance management for employees who take irregular work breaks can be a challenging situation for employers. We need to work to understand and address the issue as soon as possible to avoid it becoming a larger problem. 

ABL strives to assist with Performance Management to improve your overall operational efficiencies. Reach out to ABL’s Occupational Wellness Manager to also help manage tricky conversations and create solutions to accommodate medical and religious needs that are fair, equitable and are in line with human rights, employment standards and safety needs.

7 Performance Management Strategies For Irregular Work Break Behaviour:

1. Set clear policies and communicate your expectations

Establish clear policies regarding break times and duration, and ensure that all employees are aware of them. Make sure your policies are fair and consistent.

• • Evaluate your break policy to be sure the length of time satisfies the need of employees to relax, rest, eat and socialize
  • Effective scheduling of breaks can actually improve production and compliance

2. Monitor breaks

Keep an eye on break times to ensure that they are not being abused.

3. Document the issue

If you notice a pattern of frequent or extended breaks with a particular employee or team, keep track of the dates and times when the employee is taking more or longer This will help you provide evidence of the problem and allow you to address it appropriately.

4. Talk to the employee

Schedule a private meeting with the employee and discuss the issue. Listen to their reasons and see if there are any underlying issues that need to be addressed.

• • If the employee is dealing with personal or work-related issues, offer support or connect them with the necessary resources.
  • Sometimes employees may have health issues that require them to take more breaks than usual. Try to see if you can accommodate their needs.
  • If the employee is struggling with their workload causing them to take longer breaks, offer support and help them come up with a plan to manage their workload
  • If the employee’s breaks are impacting their performance or the performance of the team, provide them with feedback. Be specific about the issues and offer suggestions for improvement.

5. Provide guidance

Provide the employee with guidance on how to take appropriate breaks, such as setting a specific time limit or taking shorter breaks more frequently. Download Break Time Poster here

6. Monitor progress and Check-ins

Keep track of the employee’s progress and make sure they are taking appropriate breaks. Provide feedback and encouragement along the way.

7. Take disciplinary action if necessary

If the employee continues despite your efforts to address the issue, you may need to take disciplinary action, such as issuing a written warning or suspending the employee. Make sure you follow the company’s disciplinary procedures and document the issue.

Remember, the key to dealing with employees is communication and finding solutions that work for everyone involved in a way that is respectful, productive, and fair.