Almost every professional knows what it’s like to work with someone who doesn’t carry his or her own weight. You know the kind — that co-worker who’s always dodging responsibility. The one who never follows through. The one you secretly dread dealing with.
Yep, we’ve all worked with a slacker.
So, what’s a self-respecting professional to do? If and when you find yourself stuck with a slacker on the team, what’s the protocol?
Here are some important things to keep in mind as well as a few simple strategies to help you stay sane and avoid the pain a slacker can inflict.
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Stop Covering for Them
Most people have a hard time with slackers because they feel a compulsion to cover for them. After all, you care about the team and delivering quality work. You don’t want this one slacking colleague to drag everyone down and potentially harm the results of the entire group.
So, you step in and pick up the slack, but that’s the wrong response. It takes your valuable time and attention for starters — and that can ultimately damage your own performance. But you’re also training the slacker that their behavior is not only acceptable, it’s inconsequential. They don’t have to deal with any fallout. They can, essentially, get away with their crimes.
If the slacker’s lackluster performance isn’t directly harming your work, ignore it. It might sound cold, but you have enough to worry about without trying to police the behaviors of your colleagues or covering for their bad deeds. Let it go and let the chips fall where they may for this person. It’s not your concern.
If the slacker is impacting your work, you have a more serious situation. It’s time to take action.
[See: How to Quit Your Job Like a Class Act.]
Have a Direct Conversation
You never know what’s going on for other people until you ask. If someone isn’t upholding their end of things, you need to define the problem. Don’t attack them — but don’t let them off the hook, either.
Let the slacker know the impact of his or her behavior by talking with them. Explain the ripple effect it’s having and see if you can understand the root cause. Sure, some slackers are just lazy. But others may simply be oblivious or bogged down in inefficient, ineffective processes. You may be able to offer a few helpful pointers to improve the situation.
Regardless of the reason, a respectful, professional conversation can put the co-worker on notice. They’ll be aware that the behavior is problematic. At that point, they can’t claim ignorance. Most people will step up their game when they’re no longer “getting away” with it.
In addition, you may want to explicitly share the circumstances in which you’ve provided cover for the behavior in the past and explain that you’re no longer able to do so. This will make it clear that the person can no longer expect you to bail them out. And be sure to follow through on this promise! If you give in, you’ll negate the whole conversation.
[See: 10 Ways to Perfect Your Personal Brand.]
Speak With Leadership
If things still don’t improve, it’s time to address the situation with leadership. It’s not “tattling” to call attention to a problem. Your goal is not to get the person in trouble; you just need help overcoming an obstacle, and that’s what management is there for. The behavior is harming your ability to do your job.
As you speak with leadership, let them know that you’ve attempted to resolve the problem on your own. Share specifics about what has happened and the impact it’s had on the work. Don’t call attention to your emotions — anger, resentment and frustration are natural, but your managers aren’t concerned with that. Stay focused on the facts.
Remember that your loyalty is to the organization and to yourself. If you know a lazy co-worker is impeding success, you have an obligation to bring it to the forefront.
Refocus Your Energy
No matter what you do, a slacker may continue to slack. There’s only so much attention you can bring to the situation before you come off as problematic yourself. At some point, you may need to simply accept what you’re dealing with. Do everything in your power to minimize the impact that person has on you. Don’t waste your time trying to change something that can’t be changed. Instead, channel your energy into your own work.
In the end, slackers will get what’s coming to them. It’s not your job to determine when or how that happens. They will reap the consequences in their career at some point. Don’t be dragged down with them.
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How to Deal With a Slacker at Work originally appeared on usnews.com
