Unmotivated teammate - unfair?

Thank you very much.

Hi Paula
Thanks for the update, but what I don't get is what of the suggestions previously given did you try?

And I'm sorry the reason managers get paid more is because it's 'danger money', you're the one who has to do the crappy stuff sometimes, and don't let things slide for 4 years....

If you feel it's unfair and can't change it, I'd probably look for another job.....

What is the definition of danger money? ️. Yes I have stopped covering for her. Thanks so much for your advice

Danger money - you have to 'risk' something of yourself, either physically, emotionally or psychologically. Hence why 'managers' get paid more.

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.

Dear Michael, the task allocation I believe should be done by my manager not myself, but I have mentioned this before including situations such as hourly diaries as I notice my colleague is not efficient at all and he said it’s hard to measure, I mean I can mention again but very disappointing.

Many thanks for your advice!

Hi everyone, hope your Easter is going well. Thought I should update on this, overall the situation hasn’t changed much, her attitude is better I would say. I have a question seeking everyone’s help: with my colleague as she has been delegating by my manager this complicated employee relation case which isn’t easy and now the person has resigned, my manager has nominated her the small success you can get up to £250, not sure if it’s confirmed yet. To me personally I think it’s unfair because of she’s always late, not doing much at work , slacking and dramatic although this is better. However based on this , do you think I have been misjudging, what’s my managers motivate if he actually likes her, because if you think I misjudge I’ll correct my mind set but if its some politics I’ll bear that in mind.  I wanted to do ER Case before, my colleague wanted to do payroll , I have asked my manager that I wanted to do ER before he said there wasn’t any then he delegated this to my colleague, maybe because she has more experience,  I don’t want do payroll but delegated to me. My question is do I speak to my manager about this , because payroll recognised this as main thing to do but cannot have mistakes and will not get rewarded, but this is my KPI. Can you suggest what should I do going forward. If this is the unfair system then I’ll take advantage too. I am not sure if my manager notices I’m impatient with more tasks and quite ambitious and he can’t handle people too ambitious therefore not delegating. For the ER case I’ve grabbed the opportunity to attend the PIP meeting as he was sick, I’ve done one disciplinary hearing  as I grabbed the chances too. Do you think this was ok? 

Thank you for your help in advance,