How To Get Along With Lazy Colleagues Is A Matter Of Learning.

Ordinary people occasionally take a nap.

But when colleagues around the job are muddled, their attitude is perfunctory, and even when they are off duty, they choose to leave.

Is he denouncing his behavior face to face, or telling his boss, or simply eat less salty fish and dry mouth?

Experts say almost all of us have encountered such slovenly colleagues.

For example, Facebook brushes all day, and breaks for two hours at lunch break.

Nevertheless, if his behavior does not seriously disrupt our normal work, then we can not follow his mother behind his butt.

"You certainly don't want to get a reputation for being self absorbed."

Allan R. Cohen, Professor of management at Babson University, admitted.

Susan David, the founder of the Mclean Institute of Harvard University and the founder of the unauthorized influence, agrees: "if your work and promotion are not affected, you can ignore it and do your job well."

But if your colleague's behavior is torturing you all the time, you have to sell it when you shoot.

Here are some suggestions on how to deal with this difficult situation:

Put yourself in his shoes.

It's really annoying to work with a lazy colleague, but don't make assertions about the underlying causes of its status quo.

Laziness does not necessarily mean laziness.

Maybe he has something in his family or has difficulty in carrying out his work: for example, he is struggling to understand a new task or learn a new skill.

It's very important to know the whole background of the matter, so don't set any motive for others to do things.

Cohen suggests that you can first inquire about inquiries before making any action.

This also includes a certain degree of self examination.

But don't waste too much time here, because if you wait for the limit, you will easily lose your temper.

* communication and confrontation.

If your work is affected, you must say it.

But don't use accusations or embarrassment.

To communicate with curiosity or compassion.

You need to show that you really want to solve this problem instead of complaining or disciplining.

You can ask him how he has done his work. It seems like: "I don't think you are as motivated as ever. What can I do for you?"

* seeking truth from facts.

You can enumerate some examples in the process of communication and clearly indicate what behaviors have offended you and your colleagues.

Explain what kind of consequences it leads to.

For example, because he did not finish his work within the deadline, he caused losses to his clients.

Or because of his early retirement, you have to work late.

But be sure to keep your conversation positive and optimistic.

Cohen suggested that someone else could do some exercises to adjust the wording and tone.

* be tactful.

Maybe you have the best solution, but don't stick to this.

Opening up more roads is very helpful.

Nor is it black or white, or that they are all wrong with others.

We must know that it is very exhausting to pick on others' mistakes, and nothing can be done at last.

* give him another chance to reform.

If communication fails, do it again.

Maybe it was because you weren't directly or not specific enough.

You can say to him, "we talked about this before, but you didn't say so."

Cohen said this could continue for several rounds.

If such behavior still exists and disrupts your work, it's time for your boss to solve it.

Of course, we need to inform this person beforehand.

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In a word, no matter how humility and courtesy, things will change slowly.

* cautiously with you

Negotiation.

Take the same way of dealing with lazy colleagues, set examples and communicate with your boss in a tolerant and understanding manner.

If you can behave gracefully in this matter, it will impress your boss.

But if you lose your mind, you will become a nuisance in the eyes of others.

Therefore, we must be able to bend and stretch and solve problems as the main purpose.

Points to note

What should be done:

Be tolerant.

Because your colleagues may be dragging their feet behind their work.

Communicate with your colleagues before you ask this question with your boss.

Facts are presented to illustrate how this lazy behavior affects everyone's work.

What should not be done:

Hold on to this matter - if your work efficiency is not affected, then this is not something you should worry about.

If you haven't given your colleagues many changes, you can report them to your boss.

Accuse your colleagues of communicating with curiosity.

case analysis

#1

Ground treatment

Catherine Charles worked as an advertising copywriter in a Midwestern advertising agency.

Soon she found out that Kevin was a legendary office Hun.

The young art director worked slower than anyone else, but also used the old version of software eight hundred years ago.

Catherine's work includes managing the project process.

She knew that Kevin's work attitude jeopardize the whole creative team.

"He slowed down the team.

"She said," I have a certain amount of outdoor work every day, but it takes three times to process his documents. "

Although this situation lasted for several months, no one stood up and said to Kevin, "you need to improve efficiency."

"Everyone is tacitly informed."

Catherine said, "everyone is very angry, but no one has raised it."

So Catherine decided to talk to Kevin.

Later, she realized that Kevin was always slow, not because he was lazy, but because of his way of working.

Catherine said, "he always wants to be perfect."

And because of the discord with his former boss, Kevin simply shut himself up to ignore the dissatisfaction of people around him.

In order to make Kevin face the challenge, Catherine has done more work for him.

At the same time, she secretly arranged for colleagues to develop his lack of professional ability.

In the project discussions with Kevin, Catherine also stressed the importance of strenuous efforts, and Kevin agreed.

Catherine said: "we need to deal with this kind of problem in a way that is beneficial to others."

In a bad time, Kevin can not only complete the task on time, but also be able to do more work.

He changed his old slack and reinvented himself.

Catherine said, "as long as you are willing to work hard, others will see it."

#2 avoid when necessary.

A large insurance company appointed Mark Berlin to set up a new sales branch.

In this matter, he needs to cut the bullet.

And one of the biggest hot potatoes is his colleague, Denis.

The head of the telemarketing department is content with the status quo and unwilling to work harder.

Mark once talked to Denis about this problem and pointed out that this is a good time to improve the efficiency of the two departments at the same time.

Mark suggested: "we need to have a deeper understanding of each other's sales pipelines."

Although he is very careful, he has no effect at all.

So Mark once again found Denis, pointing out that his attitude affected other work of the company.

Mark said: "I have worked out several feasible and easy to implement plans so as to establish mutual trust in mutual cooperation."

But Denis and his team continued to crane the tail.

In the end, Mark had to restructure his business processes to compensate for Denis's low efficiency.

However, Mark's efforts are not unknown.

The vice president learned that he was not easy to work with Denis and appreciated his performance.

What did Mark learn from this?

Stop fighting with lazy colleagues and concentrate on work.

There is no way to deal with idle colleagues.

You can only ignore him, bypass him and even expel him.

Don't let someone stumbling your way, as long as you work hard towards your goal.