I also suspect that the chronically latecomers doesn’t value this meeting. And even more: I can’t say for sure that they are wrong. Maybe the meeting is mandatory in your process, but implemented in a way that doesn’t contribute to your goals.

But in case they are wrong, i.e. the meeting should be important to them. Then you need to know the real root cause of why they refuse to be there on time. Otherwise you have no chance to increase their intrinsic motivation.

The person who lack intrinsic motivation to be on time, clearly doesn’t value this meeting. To punish him, may make him be on time (because of fear). But it will reduce his intrinsic motivation. The reduction in intrinsic motivation means that he contributes even less to the meeting. The symptom is treated and root cause is left in silence.

More generally: to punish—in public—the one who violate rules, reduces his intrinsic motivation. Perhaps he keeps himself from the bad behavior (because of fear) but his understanding that this is a morally (in Kant’s definition) bad behavior does not increase.

So what are the alternatives to punishment? To increase another person’s intrinsic motivation is a very long journey and it starts with that you have to walk a thousand miles in his shoes. Each person has unique experiences and his own ideas of reality. You must really understand that person’s very personal way of thinking (empathy). There is no universal motivation increaser.

All this is harmonizes with my experiences and it’s also mainstream in neuropsychology and brain science.

As introduction to these Ideas, I recommend Fearless Change by Linda Rising, The Now Habit by Neil Fiore and Management Rewired by Charles Jacobs.

Joakim

Team thinks that it is a problem, but not very significant.

That said, what does the rest of the team think of the constant lateness? Is it accepted behavior, or is it seen as a problem?