Ask Amanda is an advice column for you to anonymously submit questions about the soft skills and hard topics you need to master as a go-to-market leader.
Amanda,
My coworker has zero accountability. They are all talk, no walk. And if they are walking, it’s on easy street. They make a lot of promises but rarely deliver on them. Our shared boss does not hold them accountable. When I tried to hold this colleague accountable for shared projects, they simply ignored me. Meanwhile, I am hustling and grinding over here, ensuring I deliver on my projects - with or without my coworker’s help. It’s super annoying. What would you do? How can we drive accountability among colleagues?
Sincerely,
Accountable
Dear Accountable,
Rough. Everyone hates to be in this position. It seems unfair when someone at your same level - or at least someone whom you and/or your organization deem as equal - is getting an easier go of it. It is hard to watch, and it is hard not to feel the way you are feeling.
But here’s the thing: it’s not your problem to handle. It’s a problem that your shared management must deal with. However, you have a couple of options. The first option is documenting the times, dates, and context to identify a pattern. Then, bring this data to your boss for a discussion. (We’ll talk about the role of your boss in a second.) The second option is to practice public and positive reinforcement of your colleagues who are delivering. Humans generally respond best to positive reinforcement, and by practicing this publicly, you are helping set expectations on behavior and culture. Those who deliver on their word get noticed. Those who don’t, don’t.
Okay, now let’s talk about your boss. For one, you may not be aware if your boss already sees the problem or not. If so, your boss may already be working with your colleague privately (as it should be) on the issues. Let’s hope so. Bosses that don’t hold employees accountable risk their own credibility, trustworthiness, and dependability. Additionally, the team may see a lack of engagement, lowered morale, and lower productivity - none of which are good for business.
This is a hard issue. But above all, keep your attention on your job and focus on what’s in front of you. Be the dependable, reliable, and team player that you are - and that the team needs. Rise above. Don’t play into the chaos.
Amanda regrets she cannot reply to questions individually. By submitting your questions to Ask Amanda, you agree to have them published anonymously on Pavilion’s Blog.
