Overcome lazy while working

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

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

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.