How To Get Along With Lazy Colleagues

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, Face book 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, a professor of management at Babson University, admitted.

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.

　 * want Communicate Don't stand up.

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 should inform this colleague beforehand. Anyway, be humble and courteous anyway, things will change gradually.

　　 * be careful with you. Boss 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.

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