同事愛偷懶怎么辦？
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????談話的目的是要就將來工作如何分配達(dá)成一致。“不要太糾纏于過去，”帕特森表示?！爸攸c(diǎn)是看將來：‘我做這個(gè)，你做那個(gè)。對(duì)吧?’對(duì)方可能不這么看，但你需要了解對(duì)方怎么看?！?/p> ????只有在討論沒有結(jié)果的情況下，比如，討論時(shí)對(duì)方點(diǎn)頭微笑，然后一切照舊，這時(shí)一定要把老板拉進(jìn)來?！凹幢氵@時(shí)，也不要自己一個(gè)人去，”帕特森表示?！鞍褜?duì)方拉上，請(qǐng)老板明確工作是如何劃分的。必須重申，你不是在問責(zé)，只是想明確責(zé)任。” ????這場(chǎng)會(huì)面應(yīng)該會(huì)讓你的同事明白，用你的話來說，你再也不愿意當(dāng)一個(gè)傻瓜。這也可能是一場(chǎng)有益的討論，究竟是什么(除了顯而易見的懶惰或無動(dòng)于衷)阻礙這個(gè)人完成自己應(yīng)該做的工作?！坝袝r(shí)候是能力障礙，此人缺乏必要的技能，因此需要進(jìn)行一定的培訓(xùn)，”帕特森表示?！盎蛘呖赡苁且恍﹤€(gè)人因素，比如家人生病，讓他要么無心工作，要么總是早早下班?！?/p> ????如果是后一種情況，帕特森表示，“你可能會(huì)同情他，但必須要堅(jiān)持一點(diǎn)，他得想辦法解決這個(gè)問題，很可能老板能提供一些幫助。千萬不要說，“哦，好吧，我會(huì)繼續(xù)幫你分擔(dān)?！边@對(duì)你不公平，他個(gè)人的一些問題，結(jié)果導(dǎo)致你的壓力倍增——而且，可能一不小心，你會(huì)永遠(yuǎn)掉入這個(gè)怪圈，無法脫身?！?/p> ????祝你好運(yùn)。 ????反饋：你有沒有和偷懶的人一起工作過？您是如何處理的？歡迎在下面留言。 |
????The point of this conversation is to reach an agreement on how the work will be divided from now on. "Don't get too hung up on the past," Patterson suggests. "Stay focused on what happens next: 'I'll be doing this, and you'll do that. Right?' The other person may not see it that way, but you need to find out how they do see it." ????Only if that discussion leads nowhere -- if, for example, your teammate nods and smiles and goes right back to slacking off -- do you involve the boss. "Even then, don't go there on your own," says Patterson. "Take your teammate with you and ask your boss to clarify how the work is supposed to be divvied up. Again, you're not assigning blame, just seeking clarity." ????This meeting should put your coworker on notice that you're no longer willing to be, as you put it, a chump. It also may lead to a useful discussion about what (besides sheer laziness or indifference) has been keeping this person from doing his job. "Sometimes it turns out that there's an ability barrier, where the person lacks a necessary skill, so that some training is in order," Patterson notes. "Or it could be that there's some kind of personal issue, like an illness in the family, that is distracting him or causing him to always leave early." ????If the latter is the case, Patterson adds, "You might feel sorry for him, but you have to insist he find some way to work it out, most likely with some help from the boss. Fight the temptation to essentially say, 'Oh, okay, I'll keep doing your work for you.' It's not fair to you for his personal situation to make your life harder -- and, if you're not careful, you'll have put yourself in a bind that you'll never get out of." ????Good luck. ????Talkback: Have you ever worked with someone who didn't do his or her fair share? How did you handle it? Leave a comment below. |
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