“I Like Sleep” - Let's Talk Employee Excuses
Hang on, did someone really say, "I like sleep"?
Yes, my friend. An employee really said to their manager, "I like sleep" when asked about their continual challenge getting to work on time. Trust me, all of us on our Manager Boot Camp group coaching call had a laugh.
On the one hand, it is funny. And I ABSOLUTELY WISH it was me this was said to just for the fun of responding <insert clever thing about really liking a paycheck>.
On the other hand, come on people! This is a job. You are an adult. There are rules.
Managers across the globe – I am sure -- are battling the excuse game regularly. It’s like "the-dog-ate-my-homework" of the business world. My guess is that off-the-wall employee excuses will become more of the norm for managers moving forward.
WHAT THIS MEANS FOR MANAGERS
Picture a baseball player up at bat. The batter needs to be ready for any pitch that comes their way – curve ball, fastball, change up. So too, a manager needs to be ready for any type of response/excuse that comes their way when giving feedback or talking about performance.
Preparation helps you from being stunned and from potentially responding in a way that doesn’t help the conversation get to a solution.
5 SUGGESTIONS TO HELP COUNTER EXCUSES:
Acknowledge the Excuse, But Shift the Focus: Don't dismiss the excuse entirely, but don't dwell on it either. Acknowledge it with a simple "I hear you," or "Thanks for being honest." Then, gently bring the conversation back to the underlying issue. In the "I like sleep" example, you could say, "While everyone enjoys sleep, chronic lateness is impacting your work. Let's talk about ideas to help you arrive on time consistently."
Make Sure You're Listening: Sometimes, off-the-wall excuses can mask deeper problems. Open-ended questions help get to a root cause. In this example, you could ask "Can you tell me more about what makes it hard to get to work on time?" This might uncover issues with childcare, transportation, or workload. I myself was challenged back in the day with late-start Wednesdays where I couldn’t drop my kids off until 9 am.
Focus on Solutions, Not Blame: Instead of getting into a blame game, shift the conversation to solutions. Ask the employee, "What ideas do you have to get here by 9 am?" This reinforces that ownership of the problem is theirs and come up with a plan they feel invested in.
Maintain a Supportive and Positive Tone: Even when dealing with frustrating excuses, keep your tone professional. Avoid sarcasm or condescension, which will only shut down the road to solutions. This isn’t a point you need to win; it’s a discussion to help support your employee – there’s a difference.
Land the Plane: After discussing solutions, clearly reiterate your expectations for timeliness and the potential consequences if lateness continues. Take a moment to summarize your clear expectations about what "solved" looks like. This ensures everyone is on the same page and avoids future misunderstandings.
Remember, the goal for any manager isn't to just say, "fix the problem," it is to address the real issue behind the employee's excuse.
About The Author
For the past two decades, Cecilia Gorman has helped advertising agencies and other creatively-minded companies fix costly communication and productivity issues by teaching managers how to become better connectors, motivators, and leaders. Cecilia is the author of Always Believe In Better, creator of the digital learning course for managers—Manager Boot Camp, and co-founder of the global training and support community for working women—Empowership.
Interested in growing your skills as a manager? Check out how Manager Boot Camp might help.