Almost all team collaboration is positive. Team members contribute different perspectives and support one another. However, this is not always the case. A significant issue becomes apparent when members of the team do not pull their weight. This can manifest in the form of missed deadlines, distracting mobile phone usage, and leading their team members to complete their tasks for them, which is immensely frustrating. In this blog, you will know how to deal with a lazy coworker without causing conflict.
The desire to confront such a team member can result in frustration and possibly motivate one to want to escalate the matter to management. A lack of concern for the drama that may ensue fails to acknowledge the additional complications created. A methodical approach is necessary to avoid confrontation with the lazy team member.
In this case, we intend to provide an approach to documenting this issue and developing a solution for the long term.
Understand the Situation First
You need to exercise caution when deciding the best approach. From a distance, your colleague may appear not to be doing their tasks. However, they may be facing some additional issues not immediately apparent. Things are not always as they appear.
Look for Hidden Causes
An individual may appear to be unmotivated, but they may be having difficulty. They may not comprehend the assignment. They may have family problems. They may be ill. They may be worn out. Burned-out people often look like they are being lazy. If an individual was previously employed, something must have changed.
Do not thoughtlessly conclude that they are bad people. Approach it from the standpoint of being inquisitive. This is an attitude that suggests that everything is under control and that you are not in a state of emotional agitation. Anger produces little in the way of resolutions when it comes to problems in the workplace.
Check Your Own Perspective
Reflecting may present some difficulties. Some may even surf the web and complete work. If they finish their work but miss deadlines, and you have additional hours, that is your concern.
Focus on your work. Don’t waste your time trying to hold everyone accountable, especially when clear expectations and ownership have not been defined. Learning how to hold people accountable in a professional way can prevent unnecessary frustration and miscommunication.
How to Deal with a Lazy Coworker Directly
If their work affects you directly, you cannot wait for them to change. You have to tell them. This may sound uncomfortable. However, it is the most suitable solution.
Choose the Right Moment
Try not to involve any third parties. Be sure to remain calm. Ask them to have an isolated discussion.
Focus on “I” Statements.
Instead of placing blame, consider how they might impact your own work. They are more likely to become defensive if your remarks are interpreted as blame. They will attempt to thwart any advancement if they become defensive. Make use of expressions like
“Because I do not have your data yet, I cannot finish the report.”
“It causes me stress when our deadline is not met as a team.”
“I would like to ensure we are aligned with each other with respect to this project.”
Do not use:
- “You are unmotivated.”
- “You always leave your tasks undone.”
- “You are causing us to lose face.”
Ask Open Questions
Provide opportunities for them to articulate their concerns. Specify queries that demand elaborative answers.
- Are there any obstacles in your path regarding this task?”
- “How can we ensure that we meet the deadline in the future?”
- “Is there something lacking that is preventing you from completing this?”
This strategy demonstrates problem-solving intent rather than mere defensive posturing. It also supports a culture of trust, which is why understanding the psychological safety is essential when addressing performance issues without escalating conflict.
They may recognize their own barriers. You can assist them in addressing those gaps.
Protect Your Own Work
There are times when talking does not accomplish anything. The colleague remains unmotivated and continues to miss deadlines. You now have to defend your own interests. Do not allow their poor work ethic to undermine your reputation.
Stop Covering for Them
This is the most challenging. You want the team to be successful, and therefore, you do their work and correct their errors. This is a trap. They will never change if you do their work. Why should they if you do it all for them?
Document Everything
You require evidence. When things get messy, you may end up talking to your higher-ups. You cannot just state, “They are being unproductive.” That is an opinion. You need to stick to the facts.
Keep a simple record.
- “Asked for the report on Tuesday. Received it on Friday.”
- “The coworker arrived 30 minutes late to the client meeting.”
- “I had to rewrite their section of the proposal because it was incomplete.”
Screenshots of documents, chat messages, and saved unresponsive emails. Protect yourself. Log the evidence to show that you did your work and to prove where the issue is.
Set Firm Boundaries
State clearly what you are willing to do and what you will not do. Use empathic phrases, “I have my own tasks to finish. I cannot help you with your part this time.” When a deadline comes, stick to your word. If they ask you to help at the last minute, say no.
There is a huge weight off your shoulders when you say no. It forces the other person to work, and it saves your time and effort because you have your own tasks and aspirations to accomplish.
When to Involve Management
You have made every effort to resolve this on your own. You have documented your efforts, and still, nothing improves. It’s time to request assistance. This is a touchy situation, so think it through.
Don’t Tattle
You should not go to your superior to simply vent. You should not engage in office gossip. Consider this a business issue. The purpose of your concern is the project. The purpose of your concern is the team’s objectives.
Present the Impact
Use your records to show your superior the impact of this behavior on the company.
- “The project is late because the data was late by three days.”
- “Calls go unanswered, and that has caused a decrease in customer satisfaction.”
- “I have to redo work, and that decreases my productivity.”
Results are the main focus. The higher-ups want to see results. Their main concerns are profitability and productivity. Show them that unproductive behaviors are costly.
Ask for Advice
Positively, you can see your manager as a mentor. You can say, ‘I’m having difficulty obtaining the necessary collaboration of this team member. I have attempted to speak with him. I have tried to impose deadlines. What would you recommend I do?’
Final Thoughts
Knowing how to deal with difficult coworkers is a skill that can be a great asset. It requires a lot of patience. It also requires good communication. First, try to understand the full situation. You may have to talk to them directly and just be kind. Don’t do their work for them. Keep good documents. If you have to, involve your manager.
Through it all, keep your head high. Don’t allow one person to ruin your work satisfaction. Focus on your work. Your effort will be rewarded. You can handle this. You can overcome the challenges.
