NICOLA HORLICK: How do I tell the office slacker to buck her ideas up?

Working life today is full of constantly evolving challenges and pitfalls. When is it OK to date a co-worker? Can you tell your team to get back into the office five days a week? 

Whether you’re a baffled Boomer, a muddled millennial, or a confused Gen Z-er, our brilliant columnist Nicola Horlick can help.

Dear Nicola,

I have just been promoted to lead a team. Most of the members are great, but one is a bit of a slacker. She has potential and is talented, but is always late with assignments, full of excuses, often late to work and so forth.

I have been making hints on how she could raise her game, but I suspect that I am not getting through because there’s a language barrier. She speaks good English but, because it’s not her first language, I am realising there are gaps in understanding. She doesn’t take a hint.

I would prefer to remain subtle. I don’t want to come over as bullying. How do I make it clear to her that she is talented but needs to lose the attitude, hit her deadlines and use her skills to become a team player?

Yours, Rachel

Dear Rachel,

When you manage a team, there are always going to be some members who are stronger than others. I take the view that it is important to give regular feedback so everyone knows what is expected of them and how they can progress.

Many large organisations rely on annual appraisals, but a year is far too long to wait. It seems that ‘hints’ are not sufficient with your colleague. You might be right that the fact that she speaks English as a second language means that she doesn’t pick up nuances.

My advice would be to have a face-to-face meeting where you make it very clear that it is not acceptable to arrive in the office late, assignments must be completed on time and that you expect her to pull her weight like the other members of the team.

You should then organise a couple of follow-up meetings to see if things have improved.

If your colleague does not respond to you laying down the law, then you will have to consider ending her employment. It may be at that point that she realises that the job is not really for her and agrees to go.

In the past, I have agreed with employees that they can look for another job and then resign when they get an offer. This allows them to save face and is less difficult for the organisation.

If she doesn’t agree to this route, then you will have to issue warnings and get input from human resources to ensure that you end the employment within the law.

It is always very challenging when you have a weak member of a team. If you can turn the situation round, you will be able to take pride in having done so. If you can’t, you need to take action. That is not bullying. It is good management.