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You know -- survey show that more than nine out of ten companies say they have a co worker who slacking not doing their fair share of work.
And that's slacking co worker is -- not hard working worker in the cubicle next to them to put in four to six -- hours a week make -- for.
Their friends slacking and still waiting and discuss his disappointing trend with just a -- joining me and said you're the co author of crucial accountability thank you for coming -- Glad to be -- -- has some tips on how to address that.
That's lacking co -- -- Yeah and they and that's the problem the -- the problem is not let's liken coworker the problem is the rest of this will enable that so when they take off for vacation on Friday morning and dump their assignments are you.
And you do them we perpetuate the problems that the solution is to learn to confront them and an effective and I get at UCLA it's uncomfortable to confront them fat -- is.
And the problem is that -- And all of us who are picking up their slack are acting as though we're powerless.
-- so it to the degree you start -- -- people consistently confront.
You created for norm and then people begin to change NASA stuffing temperature of rice ten and so how -- employees.
He held accountable for.
For bad behavior well that that the first thing is to suspend your own judgments if you're gonna approach somebody who's.
Done something that doesn't work for you in.
And one of the biggest problems -- your emotions so we come -- them with judgments and accusations and we believe we know what their intentions were that they were doing it on purpose and maliciously and that the thing you have to do if you want to approach them appropriately is suspend all of those judgments -- curious.
And approach them with an inquiring attitude.
And maybe even off -- compliment.
For -- I I appreciate the work they do is very helpful when you do this on this day I respect your hard work however.
Yeah something like that you know wish we would caution you a little bit from that because so why -- don't -- yeah I always steady crucial conversations we find if you're disingenuous of you really believe that I did great working wanted to compliment yes terrific.
But but if it's a manipulation -- and I am trying to soften you up so I can really get to the point.
People see through that and they often -- -- -- that's -- to stay in Iraq so to just described them factually.
So last Friday you were supposed to finish -- report before you headed to the -- can you didn't.
And I have to finish -- so that the customer was served well what happened.
So you just described factually strip about your judgment strip out Europe accusations and then just get curious and ask for information that's the best place to start.
Typically what -- this slacking co worker who's been confronted say to the person who approach them.
Well sometimes they might feel defensive if they are feeling guilty guilty and they start to make excuses -- -- saying hey you do it sometimes to have covered for you in the past as well.
You need to recognize that for what it is it's a sign that they don't feel safe.
And what you shouldn't do is respond to what they're -- directly you need to just set aside the issue for a moment restore safety.
What you could say for example is now -- that the problem is not what's happened in the past -- just -- understand what happened last Friday I'm not trying to accuse you I know you work hard and other circumstances.
But I want to understand what happened Friday is a created a real problem form.
So just communicate respect community yeah intimidating.
I -- I hope I don't feel like if I would just lacking co worker and I just.
-- apologize right away and saying they're happening and how it avoid upon which would also.
He would sign defensiveness and so defensiveness is -- assigned -- person doesn't feel safe right lot of us believe that.
That if somebody gets defensive it means you just can't talk with them about the issue that's absolutely not true.
You can talk with almost anyone about almost anything if you know how to help them feel psychologically safe.
Has actually -- it's very hard -- -- life you know how big of a problem I know when I came into this segment -- I was saying you know that.
The hard working co workers doing you know about five -- showers.
Majority over here because this bit of a problem is this really.
Yeah -- is the study shows over 90% of people say that they've got to slacking calling.
About a quarter of our respondents said they're spending five to six hours more per week.
Doing extra work because it -- that others are not doing so it's pretty pervasive.
And here we may have a screen that we're gonna pull up it says how many co workers do not do their fair share what more than half have one -- -- -- -- for companies guys.
58% of companies have co workers who don't get their fair share while and one half of companies.
1% -- installed it do you do there there we'll share that's kind of funny -- What you do speak to a coworker you have the conversation you give us the perfect example of a conversation but nonetheless had a perfect or an imperfect conversation how successful are your chances and actually getting.
This -- to not slack anymore.
Well here here's the first part of it we know that if you don't speak up there's a 100% certainty they won't change.
So RA he had to study shows that fewer than one in -- even attempts to have this kind of conversation.
So what we're not suggesting as the conversations always fix everything -- we do know is that violence definitely doesn't.
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