You may have your own idea of how best to fix the problem - but don’t get fixated on any pre-set solutions. Cohen suggests role-playing the conversation with someone first to get the words and tone right. But keep the dialogue positive and forward-looking. For example, tell the person that her missed deadline jeopardized a client’s deal, or that her early departures required you to stay late. “You want the discussion to be, ‘Here’s what happened and here’s the difference it made,'” says Cohen. Are there ways that I could help?”īring specific examples of the offending behavior to the conversation, and clearly explain the impact it’s had on you and other colleagues. Say, “I’ve noticed that you seem to be less engaged with this project than you used to be. “You want to show that you’re genuinely trying to solve the problem, rather than punish or make a point.” Ask how things have been going. ![]() “Approach the conversation with curiosity and compassion,” says David. But don’t ambush him or adopt an accusatory tone. If your work is affected by your colleague’s behavior, it’s time to speak up. If you wait until you’re fed up with their behavior, you’re more likely to lose your temper and look unprofessional. But don’t spend too much time debating whether to approach them. “You don’t want to make assumptions about the other person’s motivations.” He advises doing some “exploration and inquiry” before making any moves. Perhaps the person is struggling to understand a new assignment or to learn a new skill set. Or it could stem from difficulties at work. “It may be an issue at home,” says Cohen. Here’s how to handle this tricky situation.ĭealing with a colleague who isn’t giving his all can be frustrating, but don’t presume to know the root causes of his behavior - slacking doesn’t always indicate laziness. Susan David, the founder of the Harvard/McLean Institute of Coaching, agrees: “If your slacking coworker isn’t impacting your ability to do your job or your ability to advance in the organization, move on and focus on your own work.” But if your job is suffering because of your colleague’s behavior, it’s time to act. Cohen, a professor of management at Babson College and author of Influence Without Authority. “You don’t want to have the reputation of an oversensitive alarm detector,” says Allan R. But as irritating as it can be, you shouldn’t become the behavior police unless their slacking is materially affecting your work. We’ve all worked with someone who doesn’t pull his own weight - a colleague who checks Facebook all day, takes two-hour lunch breaks, and never meets a deadline. Should you confront them about their behavior? Speak to your boss? Or mind your own business? But when a colleague leaves early, misses deadlines, and doesn’t give 100% to a project, it can be difficult to determine the best course of action. If you don’t upload a new post, a story, a reel, a tweest, a song and a dance and a blood sacrifice every single day, the Algorithm will bury your posts and no one will ever see them.No one likes picking up someone else’s slack. Hope you like squares and institutionilised art theft and repost accounts with thousands of followers making money off your work. Site with gallery view but everything has to be square and 1080p and you can’t zoom in.Also if anyone reblogs your art but makes a comment on it then from that point on they get the likes, sorry! Site with no gallery view and no way to organise your own posts, you also don’t get to customise the rectangular thumbnail of your non-rectangular art but at least you can zoom in. ![]()
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