I would approach the co-worker first and tell them your concerns.
Yes but provide specific examples, including dates and times. It's typically a matter of if it's a will or skill issue. If it's a skill issue, maybe you can also assist with additional training for this individual. If it's a will issue, that's a different situation altogether and your boss will need to evaluate that.
No, not yet. First approach the co-worker. If their productivity affects you directly and speaking to them doesn't work, then speak to other workers to try and if all else fails, then you go to the boss
You should give your co-worker the feedback first. If you still feel there's an issue after bringing it up with them, then escalate it to your boss.
No. Let the boss find out on his/her own, unless it's affecting you.
No. Be an adult and go to your coworker directly and if you feel like you can't do that then keep your mouth shut. Going to the boss will get that person in trouble or fired.
Yes. But before you do, make sure you are looking at the situation fairly.
Just worry about your job
When a co worker slacks off it hurts everyone. I believe it should be addressed because the fellow employee has no respect for the other employee nor the workplace.
Definitely. If this is something that can be proven, your boss should be alerted. The workload needs to be balanced and it would be a great loss if other hard-working employees left the company due to others not pulling their weight.
Only if it affects your job.
If the work your coworker is not completing is directly impacting you, the company, or those around you then perhaps you should try and give advice to your coworker on getting more things done in a timely manner first. If you're uncomfortable with that or they seem to lack the ability to do their job effectively then speaking privately with your manager is absolutely okay. Sometimes people need the nudge or help but are worried about asking and being seen as incapable or lazy. Your boss is qualified to direct them the way that needs to be done. There is also the reasoning that goes without saying that if it doesn't affect you or the job itself to focus on your own tasks to avoid any confrontation in the workplace. However, if it could help this person or the job itself it's worth mentioning.
Instead of ratting the person out, why not talk to him/her? You might be able to find out why the individual is having a difficult time and help them. Often performance issues are related to life events. Sometimes the person does not possess sufficient knowledge to perform the tasks assigned. Other times the person might be simply incapable of doing the work due cognitive or physical inadequacies. Counseling with the person to discover the root cause of the performance issue will normally lead to a positive action that dies not include complaining to the boss. It will also serve to elevate your personal position in the workplace. You will come to be known as a leader or a complainer.
You can express your concerns and let your boss decide on the amount of work
No, a good boss can determine who is pulling their weight, returning quality work and is a team player
No. It is incumbent on your boss to recognize that. Put your head down and do your work. Your efforts will cast a light on the lack of work a coworker is doing. Unless that person is affecting your ability to do your job you need to leave it alone.
Absolutely, try to be constructive about your feedback. Don't say X is lazy and not pulling their own weight. It impacts my motivation when I see X deliver 5 story point per sprint and the team average is 8. Is there something we can do to encourage them to take on more? Also keep in mind its not always obvious how a peer is spending their time so start with giving them the benefit of the doubt, it increases your credibility.
Yes, it affects the whole company!
No. Not unless it affects your work directly. Otherwise you will be labeled a complainer and breed bitterness from your team.
Depends on your department & like everything else, depends mostly on who the coworker is, there are a handful of "untouchables," who do & say whatever they want & if you say anything about them, it is you who will be singled out, threatened & verbally attacked.
Not initially. I would talk to the coworker myself
Not immediately... wait for the backlog begin...
no, point it out in a meeting in front of everybody.
I guess it depends how little. I had that issue once and did (and they got rid of him), but I was also sharing a cube with him at the time and he was a contractor; also he was internet dating and the like. Had he just been reading the news I wouldn't have cared as much. Long story short I lean towards no unless it is having a huge impact on you.
I personally wouldn’t call out a coworker. I may give hints that work isn’t being finished, but I’d leave it up to the manager to discover the rest
I would approach the individual that you think is not pulling their weight and find out why. Maybe there is a deficiency or skill gap that they are embarrassed about and this could be a teaching moment you can provide to them. If they are just lazy and ride under the radar by "doing just enough" then that needs to be addressed with your boss, but you would be better off providing metrics of how the entire team is performing and an executive one-pager that delineates the workloads between team members so the boss can see it themselves.
No it will end up in retaliation against the accuser
A manager should know if employees is doing their job or not. It should not be up to the co-worker to determine if their peer is doing more than the other.
Only if you can't solve the issue directly with your coworker.
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