What to Do When a Colleague Lets You Down

Even the very best of us make mistakes at work from time to time, so it’s easy to forgive when a coworker drops the ball. But what if it happens over and over and over again? When a colleague’s errors go from rare to routine, navigating the relationship can get tricky. Confronting them can cause a rift, but letting it slide only exacerbates the problem.

If you’re dealing with a coworker who is constantly making mistakes, missing deadlines, or otherwise dropping the ball, try these tips.

Analyze the Situation 

It’s easy to shift blame onto others for every problem, but could it be misdirected? Step back and try to look objectively at the situation. Are you contributing to the problem in some way? Perhaps your colleague’s error was the result of your poor communication, for example. 

Have a Conversation 

No matter how tempting it may be in the moment, never publicly shame a co-worker. Also, don’t wait around hoping they’ll start a conversation about the problem. Initiate a private meeting with the coworker as soon as you notice a problem; don’t let repeat offenses add up to a point that you’re angry or resentful.

Start the conversation by calmly explaining your concern. They may not even realize they’ve let you down. Explain how their mistake affects you, your department, and/or the company as a whole. Don’t be accusatory or argumentative because that will only put your coworker on the defensive. Ask questions to uncover why behind the problem. You may learn that your coworker is dealing with personal issues and is feeling overwhelmed.

Finally, offer some help. Share actionable strategies that can help the coworker make a positive change or, if relevant and possible, reassign projects or extend deadlines to provide some relief. 

Involve Management 

Unfortunately, a one-on-one chat may fail to produce satisfactory results. In that case, you’ll need to move up the ladder and discuss the situation with management. A co-worker who’s constantly dropping balls can affect morale, or the company’s revenues or reputation. 

Again, make this a private conversation. Be straightforward and specific. Avoid vague statements about your feelings and instead give specifics about what’s been happening and when. Be prepared to back up your statements with documentation. Explain that you made an effort to resolve the issue and that you’re no longer able to handle the problem. Ask management to have a conversation with the worker and suggest solutions, such as adjusting the employee’s workload or reassigning him to a new job or department. 

Consider Alternatives 

If your cries for help fall on deaf ears, you may have to use alternative methods to survive the situation. When possible, consider taking these steps:

● Avoid giving the problem employee important or difficult projects. 

● Redistribute critical tasks to other employees or take them on yourself. 

● Extend deadlines or create false ones to keep projects on track. 

● Don’t invite him to client-facing meetings if you worry he’ll cause problems.

● Remove yourself from group projects he’s involved in whenever possible.

Have you ever dealt with a difficult coworker? If so, I’d love to hear how you improved or avoided the problem.

I am currently writing a book called All Leaders Make Mistakes. You can read the opening chapter here at this LinkedIn Pulse article. Comments always appreciated.