HR Director gave advice on working with unscrupulous colleagues

Sooner or later, in many teams, a person appears who works carelessly — he is irresponsible about fulfilling his tasks, disrupts deadlines, pulls the team down, but is not ready to quit. Of course, the head and HR should deal with this problem, but Anastasia Alekseeva, HR director of the communication agency DIDENOK TEAM, told Izvestia on November 7 what to do if your work suffers due to the dishonesty of a co-commander.

"When there is dissatisfaction with the work of one particular employee, it is important to build an objective picture — to separate emotions from facts. Record everything that directly affects your workload: what tasks your colleague handed over to you, what he did at the wrong time, and how it affected your work. Determine how systematically you have to perform tasks for a colleague or redo them — perhaps the constant substitution of an employee is hidden under the guise of help," she said.

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In this case, the specialist added, it is worthwhile to define clear boundaries and discuss them with a colleague. This dialogue should be sufficiently specific and respectful, explaining the cause-and-effect relationships. It is important to describe the effect of his work without getting personal or insulting the employee himself.

"At the same time, sharing feedback with a supervisor is an absolutely normal practice. Feedback in this case does not mean a complaint, but specific facts that you bring to the head, and a request for help — how do we organize the processes so as to achieve the best result?"— says Alekseeva.

Remember that you should not compensate for someone else's inefficiency — you should not take on the role of an eternal rescuer and silently perform other people's tasks. Discuss the difficulties that arise with a colleague whose work affects you, maintaining a respectful tone of communication and not allowing yourself to publicly accuse the person of incompetence. Try to operate with facts, show the effect and interconnectedness of your work, do not be afraid to resort to the help of a supervisor and keep in mind your own goals and KPIs that you need to achieve.

A survey conducted by the Talantix CRM recruitment system on October 13 showed that the majority of Russians are interested in salaries and motivation systems at the job review stage. It was clarified that for 42% of respondents, information about the social package and bonuses is important, for 40% — about career prospects.

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