3 Ways to Deal with a Slacker Colleague

Ever been the reliable one at work, while someone else just slacks off? Probably more often than you’d like! If you are already doing three jobs, you need others to pull their weight and not give you a fourth.  

Here are 3 strategies that will enable you to Be Impeccable for your 50%, but also get everyone else – including the ‘slacker’ – to do their full job. 

Determine ‘who does what’ at the next team meeting

Lead the discussion as a neutral, clarifying discussion... instead of pointing fingers at the underperforming person. Everyone can benefit from this refresher on responsibilities, just make sure that the team documents ‘who does what’ and refers to it each time the team meets. As part of that discussion, you might ask how ‘check ins’ will occur to ensure completion, and what will happen in the case of lack of follow through. This strategy relieves you of the responsibility to deal with them directly. 

Appeal to who has authority over that person

Identify who has authority over that person, and bring it to their attention that certain deliverables are not being completed. Start the discussion by explaining what is working between you and that team/department. Then ask for their help regarding your concerns about delivery. Appreciate their help and ‘make them the hero’ for doing something about it. Rather than an opportunity to point fingers and blame, go in to that discussion with a genuine attitude of wanting to help the business get the work done.

Collaborate with that colleague 

It often feels too awkward to talk to frustrating colleagues directly, so most of us avoid it. But you can develop a better relationship with a person who frustrates you and start getting what you need from them if you're direct. 

Use your POWERS of communication. 

Pre-frame the conversation – Approach with a neutral request: “Can we discuss how we can work together to complete everything by deadline?” rather than one that blames and makes them defensive from the start: “Can we discuss why you are not doing what you are supposed to do?”

Own your 50% - Don’t immediately assume that the person is a slacker. Own up to anything you or your group is doing to slow down that other person’s work.

Work their WIIFT – Frame your request for them in terms of What’s In It for Them (WIIFT). If doing what you ask will help them get more of what they want, or if they realize it is interfering with them getting what they want, they might be more motivated to do what you ask. 

Empower Them – Ask them about their ideas to get more of the needed work done. What is making it hard for them? What could you do on your end to help them? 

Respect – Show empathy and understanding for their situation, don’t just assume they are a slacker: “I appreciate that you may already have a lot on your plate and it makes it hard to get to our requests…” If they get defensive and feel accused, stay respectful. Say it’s not a personal attack on them, you appreciate their help in trying to figure out how to get all the work done for the business. 

Say What you Mean, Mean What you Say – Once you have the courage to talk with them, then clearly and respectfully state your message – don’t be vague. “My boss is pulling me onto another project, so I’m not going to be able to write these reports anymore. Our group has taken them on because we weren’t receiving them from you, what could be done to have your group take on this responsibility again? Could I ask you to step up...”

Once the slacker starts to do more, thank them and reinforce their efforts so they are motivated to continue picking up the work! 

-Sharon Melnick, PhD, September 2015 Career Coach