You have a colleague who is not performing their job duties. What can you do to address the conflict?

1 Identify the problem

Before you confront your colleague, you need to identify the problem clearly and objectively. What are the specific tasks or standards that they are not meeting? How is their performance affecting you, the team, and the clients? How often and how long has this been happening? Try to gather evidence and examples to support your observations and avoid making assumptions or judgments.

2 Communicate directly

The next step is to communicate directly with your colleague about the problem. Choose a private and appropriate time and place to have a conversation. Use a respectful and calm tone and avoid blaming or accusing. Explain the impact of their performance on the work and the team and express your expectations and concerns. Listen to their perspective and try to understand their reasons and challenges. Be open to feedback and suggestions and avoid interrupting or dismissing.

4 Escalate if needed

If your direct communication and solution-seeking do not resolve the problem, you may need to escalate the issue to a higher authority, such as your manager or HR. This should be done as a last resort and only after you have exhausted all other options. Inform your colleague that you are going to escalate the issue and explain why. Provide evidence and documentation of your attempts to address the problem and the results. Follow the policies and procedures of your organization and cooperate with the authority.

5 Maintain professionalism

Throughout the process of addressing the conflict, you need to maintain your professionalism and integrity. Do not let your emotions or personal feelings interfere with your work or your relationship with your colleague. Do not gossip or spread rumors about the problem or your colleague. Do not retaliate or sabotage your colleague's work or reputation. Do not ignore or avoid the problem or your colleague. Instead, focus on your own performance and responsibilities and treat your colleague with respect and courtesy.

6 Learn from the experience

Finally, you can learn from the experience of dealing with a colleague who is not performing their job duties. Reflect on what caused the problem, how you handled it, and what you achieved. Identify what worked well and what could be improved. Recognize your strengths and weaknesses and seek feedback and improvement. Apply the lessons learned to your future work and interactions with your colleagues. Share your insights and best practices with your team and organization.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?