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Unmotivated teammate - unfair?

Paula

Dear everyone,

Hope you are all well. I was wondering advise what I should do. 

I have a nice and friendly colleague in HR department, I have a HR manager. My colleague and I share same KPI ( there is team KPI), we must work on tasks such as staff handbook, employee engagement survey analysis together , however based on my experience working with her, she is always very late, never turn up to meeting on time, always have a lot of excuses to delay the work or do the work , moods always fluctuating and I find her unprofessional , I tried nice ways to communicate with her during working with her, there was no progress, my manager knows however I have raised the problems with him subjectively but I think he is not going to do anything about it (or observe right now) .

I always initiate doing the projects and find it bit unfair for me to initiate all the time, can anyone suggest what I should have going forward? 

Thank you in advance,

Paula 

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  • Dear everyone, many thanks for your help and advices. Just following on this story, recently the company has the salary increase and both myself and my colleague who had salary increase, which I think it’s unfair considering amount of work she does, although she is here longer period of time (for a couple of month likely to be at least 7?), I think my manager intends to retire in four years he probably doesn’t want conflict as my other colleague has a really strong personality. But again, since I believe this is unfair, and perhaps less likely my manager will do anything to stand up for myself. Do you have any other good suggestions please? Much appreciated for your help.
  • in reply to Paula
    Thanks for the update. It's frustrating when you don't see a differential in pay even if you feel you are showing more initiative.

    I guess I would say - are you showing the outcomes you are achieving and showcasing your approach. Your colleague might be doing both to your manager and therefore positioning themselves well for a pay rise.

    Your manager might not want to rock the boat, it sounds like they are happy keeping things equal and they might see that as fair.

    I might be minded to have a conversation about the pay rise. Ask about the criteria, share your disappointment at not having your effort recognised. Stick to your performance and effort rather than your colleagues. Sometimes managers need to hear, directly and professionally, when their people are unhappy and if you have an honest, objective and balanced conversation at least you have taken action. Things might not change but they certainly have no chance of changing without a conversation.

    Your manager is likely to feel uncomfortable, most don't like talking about pay in my experience but they are paid to have such conversations and it comes with the territory.
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  • in reply to Paula
    Thanks for the update. It's frustrating when you don't see a differential in pay even if you feel you are showing more initiative.

    I guess I would say - are you showing the outcomes you are achieving and showcasing your approach. Your colleague might be doing both to your manager and therefore positioning themselves well for a pay rise.

    Your manager might not want to rock the boat, it sounds like they are happy keeping things equal and they might see that as fair.

    I might be minded to have a conversation about the pay rise. Ask about the criteria, share your disappointment at not having your effort recognised. Stick to your performance and effort rather than your colleagues. Sometimes managers need to hear, directly and professionally, when their people are unhappy and if you have an honest, objective and balanced conversation at least you have taken action. Things might not change but they certainly have no chance of changing without a conversation.

    Your manager is likely to feel uncomfortable, most don't like talking about pay in my experience but they are paid to have such conversations and it comes with the territory.
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