Let’s face it: Even under the best of circumstances, co-workers can be a nuisance. But they become even more frustrating when they’re badly behaved.
Have you ever worked with someone who slacks off during the day and then stays late earning loads of unwarranted overtime? What about that person who leaves early and comes in late nearly every day? Or the one who takes excessively long lunches and personal calls on the clock?
It can be hard to carry on professional relationships with people like this. After all, they clearly don’t respect the team or the organization; so how can you respect them?
You may even wonder if it’s worthwhile telling your boss. Sure, you don’t want to sound like a “tattletale,” but these kinds of behaviors can amount to time theft. And it just doesn’t seem fair that they get away with it repeatedly!
What should you do? Well, here are a few things to consider before you jump into the middle of this.
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Does This Impact Your Ability to Perform?
If this person’s behavior isn’t directly impacting your ability to perform, it might not be your place to get involved. If you’re just upset because it feels unfair, you probably need to let it go.
The workplace is unfair. It’s a system that does not treat everyone the same. Good performers are rewarded with extra perks and privileges. Heck, sometimes bad performers get these things because they have the right person on their side. You can’t expect everyone to be treated exactly the same.
If your co-worker is otherwise fulfilling his or her job duties — and the behavior isn’t harming your ability to do the same — your boss probably doesn’t care to know about this stuff. Your perception that it’s not fair is not enough reason to insert yourself.
If, however, the behavior is negatively impacting your ability to perform, it may be worthwhile to address. In such cases, you would want to focus on how the behavior affects your work — not on your personal feelings about it.
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You Don’t Know What You Don’t Know
For all you know, your boss is already well-aware of this co-worker’s behavior. Perhaps this person has special circumstances that are none of your business. That co-worker taking long lunches? Maybe she has a regularly scheduled medical appointment at that time. That guy who always strolls in late? Maybe he drops his kid off at school and has already gotten clearance for it. You just don’t know what kind of arrangements other people have.
You have to assume that if the co-worker’s behavior were causing a performance problem, your boss would already be aware, and he or she would be taking action to address the issue if it were needed. And, if that were the case, it again would not be your business.
Consider Your Manager’s Concerns
Most managers don’t want to bother with these kinds of petty concerns between co-workers. They don’t want team members policing one another this way. Sure, team accountability is important, but spending your time monitoring the behaviors of others is counterproductive. It’s not your job; you have your own work to worry about. Don’t hover over others if you don’t want them hovering over you. Trust that your manager is on top of it.
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If Real Ethical Concerns Exist …
With all of this being said, it’s also worthwhile noting that there are times when you should not ignore bad behavior. If someone is doing something that has the potential to seriously damage the organization, you have a responsibility to bring it to the attention of leadership.
However, there are no black and white rules here. It’s a judgment call. You have to consider the significance of what you’re seeing.
Some organizations have an anonymous ethics hotline, where you can call in and share your concerns without identifying yourself. This is a great option if you’re worried about potential backlash. If this isn’t available to you, consider sharing your observations with someone in the human resources department. These people are trained to handle concerns confidentially and take appropriate steps to ensure the organization is not put at risk.
Bad workplace behavior catches up to people one way or another. There are times to get involved and there are times to let the chips fall as they may. That’s something only you can determine and it varies based on circumstance.
At the end of the day, you are your primary concern. Focus on your own behavior and performance. Don’t compare yourself to what others are doing, and only address the right issues at the right time and in the right way.
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How to Handle a Co-Worker’s Bad Behavior originally appeared on usnews.com
