Help! I’ve got a lazy colleague who doesn’t pull his weight. The only deadline he’s interested in is 5.30, when he’s out the door, leaving the rest of us to finish the work. He looks busy and is on Teams all day, but he doesn’t do much.
This was the case study that prompted my March article on conflict avoidance and difficult conversations, here if you need a refresher. I said I’d address the issue of lazy co-workers this month, so here it is.
Are they really lazy or is something else going on?
Colleagues are often aware of lazy colleagues before their managers spot them, particularly if they are contributing to team performance, rather than measured on their own. They often appear super busy without actually doing much.
It is rare that anyone sets out with the intention of being lazy or doing a poor job. Let’s hope those people are weeded out early in probation. In this case, the person’s previously OK performance had tailed off. Before launching into performance management, here’s a checklist for managers to drill down into what’s behind lazy behaviour. In all cases, tell them what you’ve noticed and ask them what’s going on. Ask them about their change in behaviour, don’t make it personal.
✓ Is there a problem with the work? Perhaps they’ve lost confidence for some reason, or are struggling with a new system and don’t feel comfortable asking for help. Have you explained the reason for doing the task? They might have found a more efficient way of achieving the outcome.
✓ Are they messing around to see what they can get away with? I’ve seen this happen with competent people who resent being micro-managed. Managers have sucked the motivation out of them with unnecessary supervision and they have reacted childishly by doing the minimum requirement. They need to handle this more maturely. Their manager needs training in how to develop capability through coaching.
✓ Could they be neurodivergent? They could be struggling with workload, doing too much screen-based work, need more verbal than written instructions (or the opposite), or need to find a quieter, less stimulating place to work in. Don’t throw labels around, ask open questions about how they work best and what they need from you.
✓ Are they distracted? Our phones are personal arcades of distraction. TikTok users spend an average of 95 minutes per day on the app. Those 30 second videos add up.
✓ Are they overwhelmed? When we have too much on our plate we find it hard to get anything meaningful done. We don’t know where to start, so we respond to what’s screaming out in front of us: messages and emails. Help them to structure their day around their priorities. Are they attempting the impossible task of trying to get their work done in 15 minute slices between meetings? They might need support in setting boundaries rather than trying to keep everyone happy.
✓ Are they perfectionists? Procrastination is a red flag of perfectionism, because perfectionists often delay starting tasks until they are ready to give them 100% effort. They end up leaving everything to the last minute, coming across as lazy or crazy busy. They need help to put more structure into their day, with mini deadlines and time-blocking, and to stop titivating tasks that don’t need it.
✓ Are they just bored? Perhaps their skills and experience have grown, but their level of responsibility hasn’t kept pace. Their performance has taken a dive because the tasks aren’t enough to keep their attention. A fresh project or challenging curveball might re-energise them. They need to speak up in future and take accountability.
✓ Are they struggling with mental ill-health? Depression and anxiety can lead to lethargy and a loss of interest in work. Perhaps they are worried about something distressing in their personal life. This takes gentle handling and specialist support. They might need a reduced workload whilst rebuilding their self-esteem and confidence.
What can you do about it?
This all boils down to strong management skills, but 82% of bosses are accidental managers, with no training. No wonder we have productivity and people problems.