同事爱偷懒怎么办？

Q168

Anne Fisher为《财富》杂志《向Anne提问》的专栏作者，这个职场专栏始于1996年，帮助读者适应经济的兴衰起落、行业转换，以及工作中面临的各种困惑。

亲爱的安妮：昨晚我不得不加班到晚上九点半完成一个项目，还因此错过了女儿的钢琴独奏会。原因是团队的一位成员屡教不改，再一次没有做好自己那部分工作，下午5点就大摇大摆走了。（项目的截止期限是今天早上，“我们”完成了，他啥活也没干。）团队里的其他人也多次遇到过此人干活偷懒，因此不光是我一个人。但我越来越感觉自己像个傻子。

    迄今为止，他从来没有因为偷懒遇到过什么麻烦，因为他在办公室里非常讨人喜欢，每个人都避而不谈他偷懒的事情。但我真地认为，是时候采取点行动了。我应当告诉老板实情吗？你怎么想？——西雅图烦心

Dear Annie: Last night, for the zillionth time, I had to stay until 9:30 p.m. -- missing my daughter's piano recital -- to finish a project because another member of my team went waltzing out the door at 5 p.m. without completing his share of the work. (The deadline was this morning, and "we" made it, no thanks to him.) Other people on our team have also picked up the slack for this person on many occasions, so it's not just me, but I'm really starting to feel like a chump.

    So far, he's gotten away with slacking off because he's very likable and fun to have around, and everybody has tiptoed around the fact that he's not doing his job, but I really think it's time to do something about this. Should I tell our boss what's been going on? What do you think? —Steamed in Seattle

Q168

亲爱的烦心：这个人已经千百次地将自己的工作压在你身上，你到现在才感到愤怒？你和其他承受超额工作量的团队成员都太有耐心了。但生闷气可能只会让情况更糟。“别人偷懒的时候不吭声，等于是默许继续这样做，”培训和发展公司VitalSmarts的共同创始人、《必要的冲突》（Crucial Confrontations）一书的共同作者凯瑞•帕特森表示。

    是的，你的两难处境并不少见。帕特森说：“过去30年来我们在一些调查中发现，‘有人偷懒不干活’一直是人们抱怨最多的问题之一。”比如，本月早些时候对约550位全职就业者进行的一次网络调查显示，约93%的人表示，他们的身边至少有一位同事没有做好分内的工作。

Dear Steamed: This person has saddled you with his work a zillion times, and you're just getting mad now? You and your overburdened teammates are remarkably patient. But seething silently is probably just making things worse. "By not speaking up when someone isn't pulling his or her weight, you're tacitly giving that person permission to keep on with the behavior," notes Kerry Patterson, co-founder of training and development firm VitalSmarts and co-author of a book called Crucial Confrontations.

    Alas, your dilemma is far from unique. "When we've done surveys over the past 30 years, one of the top complaints that always comes up is 'carrying dead wood,'" Patterson says. In an online poll of about 550 full-time employees earlier this month, for instance, 93% said they work with at least one person who isn't doing his or her fair share.

Q168

但只有约10%的人遇到有同事考核不达标。“大多数人担心，如果他们说什么的话，可能会发生不愉快。他们希望避免冲突和不快，或者甚至是报复，”帕特森表示。“更简单的做法是咬咬牙，多做点”——直到忍无可忍才开始想辙。

    他补充说：“通常人们会等到实在无法忍受才会爆发。问题是这这座往往无济于事，甚至可能起到反作用。即便你100%是对的，大发脾气只会让你看上去缺乏职业素养和自我控制力。”谁想这样呢？
  Still, only one in 10 has confronted an under-performing coworker. "Most people worry that bad things will happen if they say something. They want to avoid conflict and unpleasantness, or even retaliation," says Patterson. "It's easier to just grit their teeth and do the extra work" -- up to a point, anyway, and then look out.

    "What usually happens," he adds, "is that people wait until they are really fed up, and then they blow their stack. The trouble is, that doesn't usually do any good and, what's worse, it can backfire on you. Even if you're completely in the right, losing your temper makes you look unprofessional and out of control." And who needs that?

Q168

因此，你应该采取什么行动才能真的有所帮助呢？首先，不要把偷懒的人直接丢给老板，至少现在还不是时候。“如果你不是先和这个人谈谈，就直接就跑到老板那里，你们就算不上一个真正的团队，”帕特森说。不妨私下约谈这位出格的团队成员(也许只是午餐时谈谈，因为他是这样一个有趣的人)，而且在和他会面前，先把自己的情绪平复下来。

    “你的态度和用词非常重要。不要被愤怒冲昏了头脑，完全失去了判断力，要知道你是要告诉他一点自己的想法，”帕特森说。“注意聆听。听听他是怎么看待这种情形的。”用事实说话。比如，“上周，我的理解是你做X，我做Y，但结果都是我做了。这是怎么回事？你对这个项目的理解，和我一样吗？你怎么看自己在这里面的角色？”
So what should you do that might actually help? First, don't rat out the slacker to your boss, at least not yet. "You'll never be a real team if you go running to the boss without talking to each other first," Patterson says. Instead, make an appointment to speak with your errant teammate in private (maybe even over lunch, since he's such a fun guy) and, before you meet with him, calm yourself down.

    "It's all in your attitude and the language you use. Don't go in all angry and full of judgment, with the idea that you're going to give him a piece of your mind," says Patterson. "Instead, be curious. Find out how he sees the situation." And stick with the facts. Say something like, "Last week, my understanding was that you'd be doing X and I would cover Y, but I ended up doing both. What was up with that? Did you understand this project the same way I did? How did you see your part in it?"

Q168

谈话的目的是要就将来工作如何分配达成一致。“不要太纠缠于过去，”帕特森表示。“重点是看将来：‘我做这个，你做那个。对吧?’对方可能不这么看，但你需要了解对方怎么看。”

    只有在讨论没有结果的情况下，比如，讨论时对方点头微笑，然后一切照旧，这时一定要把老板拉进来。“即便这时，也不要自己一个人去，”帕特森表示。“把对方拉上，请老板明确工作是如何划分的。必须重申，你不是在问责，只是想明确责任。”

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."

Q168

这场会面应该会让你的同事明白，用你的话来说，你再也不愿意当一个傻瓜。这也可能是一场有益的讨论，究竟是什么(除了显而易见的懒惰或无动于衷)阻碍这个人完成自己应该做的工作。“有时候是能力障碍，此人缺乏必要的技能，因此需要进行一定的培训，”帕特森表示。“或者可能是一些个人因素，比如家人生病，让他要么无心工作，要么总是早早下班。”
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."

Q168

如果是后一种情况，帕特森表示，“你可能会同情他，但必须要坚持一点，他得想办法解决这个问题，很可能老板能提供一些帮助。千万不要说，“哦，好吧，我会继续帮你分担。”这对你不公平，他个人的一些问题，结果导致你的压力倍增——而且，可能一不小心，你会永远掉入这个怪圈，无法脱身。”

    祝你好运。

    反馈：你有没有和偷懒的人一起工作过？您是如何处理的？欢迎在下面留言。
f 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.