No one wants to work, but most of us still show up and do the job we’re being paid for.
However, there’s always that one shirker who never seems to do as much as everyone else. In fact, they go out of their way to make sure they do as little as possible, leaving everyone else to pick up their slack. You might like them well enough, but their constant skiving is infuriating (and that’s putting it lightly). Clearly, the dynamic can’t go on like this — it’s totally unfair! — but you’ll need to tread carefully when it comes to how you deal with the situation.
1. Stay calm and professional.
Source: Unsplash The first step in dealing with a skiving co-worker is to avoid losing your cool, as hard as that might be. Reacting with frustration can escalate the situation. Instead, keep your emotions in check and approach the issue professionally. Staying composed allows you to address the issue effectively without letting emotions cloud your judgement.
2. Lead by example.
If your colleague is slacking, the best way to handle it is by setting a good example yourself. Be diligent with your own work and show them how it’s done without calling them out. Your work ethic might inspire them to take a more responsible approach without feeling judged — not likely, but hey, it’s worth a shot.
3. Document their behaviour.
Before addressing the issue directly, keep track of their skiving behaviour. Document when it happens and how it affects your work. Having concrete examples will make your approach more factual and less personal. Having a paper trail also ensures that you’re prepared should you need to escalate the situation to a manager or HR.
4. Have a private conversation.
It’s important to address the issue privately rather than calling them out in front of other people. A one-on-one conversation shows respect and gives your colleague a chance to explain their actions without feeling embarrassed. This also creates a safe space where they might be more willing to open up about any issues they’re having that might explain why they’re getting so little done.
5. Be direct, but tactful.
While it’s important to be clear about your concerns, be tactful in how you bring them up. Use “I” statements, such as “I’ve noticed that we’re often behind schedule when you’re not contributing as much,” to keep it non-confrontational. This helps prevent them from feeling attacked and opens the door to a constructive discussion.
6. Offer help or support.
Sometimes, skiving can be a result of feeling overwhelmed or unsupported. Offer help or ask if there’s anything you can do to make their workload more manageable. It shows empathy and might help address the underlying issue, giving them a chance to be more productive moving forward.
7. Avoid gossiping about them.
Talking about the colleague behind their back only fuels negativity and could make things worse. Keep the issue between the two of you or with the appropriate supervisor, but avoid discussing it with other people in the office, even though it’s tempting. Gossiping can damage team morale and, weirdly enough, it can make the problem less likely to be resolved.
8. Stay focused on your own work.
Don’t let their behaviour distract you from your own responsibilities. Stay focused on your tasks and keep your productivity high. This helps you maintain professionalism and discourages them from expecting you to pick up their slack. Maintaining your own pace can also inspire them to improve their own output, assuming that’s something they care about.
9. Set boundaries.
If their behaviour starts affecting your workload, it’s time to set boundaries. Politely but firmly let them know that you can’t cover for them and that you need to focus on your own responsibilities. Setting clear expectations around your own work can help them understand where you stand without feeling confrontational.
10. Be understanding, but firm.
It’s important to show understanding if there are extenuating circumstances, but don’t let them off the hook completely. Acknowledge any challenges they may be facing but make it clear that their behaviour is affecting the team’s work. This shows empathy without excusing the behaviour and helps them see the consequences of their actions.
11. Offer constructive feedback.
Instead of just pointing out their faults, offer suggestions for improvement. For example, you could say, “It might help if we split the workload a bit differently” or “Let’s make sure we’re staying on top of deadlines.” It encourages them to take responsibility and improve, while also fostering teamwork and better collaboration.
12. Involve your manager if necessary.
If the situation doesn’t improve after your conversation, it might be time to involve your manager. Frame it as a concern for the team’s productivity, rather than just a personal gripe. A manager can help address the issue in a more formal manner, ensuring it’s handled professionally and without bias.
13. Give them space to improve.
After your discussion, give your colleague some time to adjust. People don’t always change overnight, so allow them to take steps to improve their behaviour without constantly hovering over them. It’s important to show patience, as small changes over time can lead to more meaningful improvement.
14. Keep the focus on team success.
Throughout the process, keep emphasising the importance of teamwork and shared success. Remind them that everyone’s contribution matters and that a successful team relies on everyone pulling their weight. Reinforcing the idea of collective achievement helps build a sense of responsibility and encourages accountability.
15. Be patient.
Dealing with someone who skives can be frustrating, but patience is key. Change might not happen immediately, so try to remain patient and give them time to realise the importance of contributing more to the team. Being patient shows that you care about their improvement and are invested in their success.
