7 Ways to Respond to a Lazy Co-Worker

Model hard work for them.

This is your best offense. Some lazy people are encouraged by watching what they should be doing. Some will adapt to the environment if the environment is working hard. The completions will spur them. Certainly, though, over time the lazy worker will be exposed. Then it is up to leadership to address the issue. (I know the question here—what happens if they don’t? That would be the subject of another post. This was is about co-workers.)

Pray for them to step up or leave.

This sounds harsh, but if they are impacting your morale they are most likely impacting it for others. They are damaging the credibility and momentum of the organization for the rest of the team. Laziness is a sin. They need a heart change more than anything.

Don’t let them take advantage of you.

You only enable them if you cover for them or do the work they were assigned to do. Lazy people seem to seek those out who will pick up their slack.

Challenge when necessary.

If it’s clear a person is lazy and taking advantage of the situation, there comes a time when it’s right to challenge them. You should do so in love, but use the Matthew 18 approach—going to them first—then bringing along another if it continues. Work through the chain of command. It’s better to challenge lovingly than to let the resentment in your heart destroy your witness as you develop bitterness toward the other person. If you’re the senior leader—do your job to handle the problem.

Make sure it’s not personal to you or the organization.

Could laziness be the result of something else? Could they be reacting to issues within their own life, or with a vision disagreement? That doesn’t mean they should stay or go, but it should impact the way you respond.

Help them with specific tasks.

Sometimes you can help a lazy person, even if they don’t report to you, by helping them find things to do. Lazy people typically aren’t looking. If there is work to do they can do, ask them to help you or to assume responsibility for it. Structure is often the key need.

Have you ever worked with a lazy person?  

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