- Confront the slacker’s slacking behavior – If you don’t care enough to talk to the person slacking, then why should your manager care enough to take your complaints seriously? Sure, it doesn’t always work. You have to try or it doesn’t matter to me as your manager.
As a manager, I am not always available to micro-manage every slacking co-worker. YOU are in the best position to see the slacking first hand, and I count on YOU to do what’s in the best interests of our clients, our team, and have our outcomes in mind when things happen when I’m not around.
Other than confronting your slacker co-workers, what else can you do to deal with your slacker co-workers?
Tattle toShare slacking with your manager – If you find someone who consistently is slacking AND you’ve already tried to deal with the slacker, then going to your manager is the next best step. It’s not tattling if you have examples.
- Thoroughly document the slacking – Is it occasional slacking that bothers you? Then make sure you document the slacking, pointing out the times and dates of the slacking, as well as the impact to the team. Did customers wait? Orders delayed?
- Appeal to the slacker’s desire to be a contributor – Was the slacker ever a good contributor? If so, appeal to his desire to be a contributor again. Point out how NOT being a slacker is in the slacker’s best interests, and will actually enable her to be MORE of a slacker.
- Catch them in the act of slacking – If someone is slacking, catch them in the act. Email them right away to point out the slacking, and make sure you copy in your manager.
What are YOUR tips for dealing with slacker co-workers?