Most of us have encountered a “Lazy Larry” at some point. They arrive just after start time, count down to the next smoko, spend half the day on their phone, and somehow disappear when it’s time to pack up. They rarely go out of their way to help and would never consider staying back to get the job done. Sometimes they even brag about how much they get paid for minimal effort.
Whether they report to you, you report to them, or they’re simply someone on the job making life harder, a lazy workmate’s behaviour eventually wears thin. Others pick up the slack. Safety can be compromised. Team morale drops. Resentment builds.
And when everyone else is showing up on time and doing their best, it’s frustrating to see someone rewarded for doing the bare minimum.
Research consistently shows that lost productivity costs businesses billions each year - and disengaged employees contribute significantly to that loss. While “Lazy Larry” may show up from time to time, it doesn’t mean the behaviour has to be accepted.
If you’re dealing with a lazy colleague, here’s a practical guide on how to handle it professionally.
Don't Let Them Rent Space in Your Head
Their behaviour may feel unfair - and it probably is. But constantly stewing over it only drains your energy. You control your work ethic and your attitude. Focus on doing your job well and maintaining your standards. Over time, poor performance tends to catch up with people. Protect your own professionalism.
Give Them the Benefit of the Doubt
Before going straight to HR or management, pause. Is this new behaviour? Or has it always been this way? If it’s recent, there may be something going on behind the scenes — personal challenges, health concerns, burnout or uncertainty. Assumptions rarely help. A measured approach does.
Have a Direct Conversation with the Lazy Offender
If appropriate, speak with them privately and respectfully. Ask open questions and give them an opportunity to explain. Sometimes what looks like laziness is confusion, overwhelm, or lack of training. A simple conversation may uncover the real issue - and even resolve it. If it truly is an attitude problem, at least you’ve approached it maturely before escalating further.
Don’t Criticise Them Publicly
Calling someone out in front of others rarely improves performance. More often, it damages team culture - and your reputation. Stay above gossip. Handle the situation through proper channels and maintain your professionalism at all times.
Never Pick Up Their Slack
It may feel easier to just “fix it yourself,” especially if you have a good relationship with them. But doing their job sends the message that their behaviour is acceptable. Worse still, it hides the issue from management. If the work is getting done, leadership may never realise there’s a performance gap. You are responsible for your workload - not theirs.
Decide Whether It’s Worth Escalating
Not every battle is worth fighting. Consider your position in the organisation, the culture, and whether raising the issue could negatively impact you. Sometimes leadership is already aware. Sometimes the issue will resolve itself. Use judgement.
Gather Evidence
If you decide the issue needs to be raised, document examples. Some employees are skilled at deflecting responsibility or taking credit for others’ work. Clear records protect you and keep the conversation factual rather than emotional.
Bring Solutions, Not Just Problems
Managers hear complaints every day. What stands out is when someone brings practical solutions. If you escalate the issue, suggest possible actions - additional training, clearer KPIs, role clarification, or performance management steps. This shows leadership maturity and strengthens your credibility.
Take Your Case to the Boss
If you’ve spoken privately, avoided enabling behaviour, gathered evidence and thought through solutions, then it may be time to involve management. There’s a strong chance they’re already aware. Your input may simply confirm the need for action. At that point, you’ve done your part professionally and responsibly.
Summary
• Don’t go straight to management - have a respectful conversation first.
• Don’t let their behaviour drain your energy.
• Never do their job for them.
• Avoid gossip or public criticism.
• Decide whether escalation is appropriate.
• Gather evidence if needed.
• Bring solutions, not just complaints.
• If necessary, raise the issue professionally with leadership.
A lazy workmate doesn’t have to be something you simply accept. But throughout the process, protect your own standards and your career first.
Do you need help with hiring? Then contact a recruitment agency like Trojan Recruitment Group to receive advice from the experts in labour-hire, permanent and contract staff.
Sources
https://hbr.org/2018/10/stop-complaining-about-your-colleagues-behind-their-backs
https://twocents.lifehacker.com/how-to-deal-with-a-manipulative-coworker-1787682219
