I have a senior manager whose attendance is questionable. They have not been with the company for a year. Early on in their employment, they missed time or used up all time available. They leave early at least twice a week or miss a day on a weekly basis. Their performance has not suffered yet; however, the team has noticed continued absences. The expectation is to have work-life balance, but this particular manager seems to be taking advantage of the "life balance" How do you have a candid conversation with this manager?

Having a candid conversation with this senior manager is important to address the attendance issue while maintaining a respectful and professional tone. Here are some steps to approach the situation:

Prepare for the conversation:

Review their attendance records and any previous conversations or warnings.
Consider the company’s policies around attendance and work-life balance, ensuring you’re aligned with those.
Set a private, focused meeting:

Schedule a one-on-one meeting in a neutral, private setting where you can have an honest discussion.
Be direct but respectful:

Start by acknowledging the positive contributions they’ve made and their performance.
Then, transition into discussing the pattern of absences. It’s important to be clear and specific about what’s been observed: “I’ve noticed that you’ve missed several days and have left early quite a bit recently.”
Ask for their perspective:

Allow them to explain their side. There might be personal or external factors affecting their attendance. Listen carefully to understand their situation.
Discuss impact:

Explain how their attendance affects the team and the broader goals of the company, even if their performance hasn’t suffered yet. “The team has noticed your absences, and it’s important that we maintain consistent leadership and presence.”
Revisit expectations and boundaries:

Reaffirm the company’s stance on work-life balance, but clarify the expectation that the balance shouldn’t negatively impact the team’s productivity. For example: “Work-life balance is crucial, but there should be a balance where the team is supported and tasks are managed effectively.”
Set clear expectations moving forward:

Define what “appropriate attendance” looks like for their role, and let them know if any further absences will require more formal steps.
Offer support:

Ask if there’s anything you can do to support them in maintaining that balance while meeting expectations. Sometimes offering flexibility, if applicable, can help.
Follow-up:

Make it clear that this conversation isn’t a one-time thing and that you’ll be checking in to make sure attendance is improving. Schedule a follow-up meeting to assess progress.

This is something I would address in a regularly scheduled 1:1, especially since there has not been impact to their performance. I would also be sure to ask reflective questions: has the team made any comments and/or complained about it? Is it encouraging the team to also have a better work/life balance? While performance may not be dropping, how is it effecting morale in the department? Do they feel supported? Are they able to build the relationships depth expected in the time that they are in the office?

The answers to all of these questions would impact the approach to the conversation, but if the company is trying to encourage work/life balance, penalizing someone who has a healthy work/life balance AND is effective in their job could send the wrong message to the greater team.