Is it my job to teach them how to do their part?
No, it's not *your* job to teach them. Your job is to do *your* job well. If their lack of effort directly impacts your ability to do that, document specific instances and calmly bring it to your manager's attention.
Where are you enabling this behavior? What subtle signals are you sending that make it easy for others to take advantage of you?
Imagine a seesaw. You're on one side, pushing down with all your might. The other side? Empty. You're putting in extra hours. You are teaching responsibility. Meanwhile, your coworker is coasting. You're frustrated, resentful, and exhausted. Is this what teamwork at work is supposed to feel like? You feel like you are being taken advantage of. This feeling is valid. Want to know why it keeps happening?
This happens because of the bystander effect. The more people who could act, the less likely anyone will act. Each person thinks someone else will handle it. In a group project, this means everyone assumes someone else will pick up the slack. This is especially true with teen workplace situations. The result? The most conscientious person ends up doing most of the work. A study published in the Journal of Personality and Social Psychology found that individual effort decreases as group size increases. This isn't about laziness, it's about diffused responsibility.
Aisha, 28, works in customer service in Mumbai. Aisha's coworker consistently takes long breaks. Aisha ends up covering the phones. Aisha feels trapped, like she can't take a break herself. It is impacting Aisha's job expectations. Now, consider Omar, 35, a software engineer in Berlin. Omar's teammate often misses deadlines. Omar has to pick up the pieces. Omar feels burnt out. Both Aisha and Omar are experiencing the same core issue: unequal workplace responsibility. The details differ, but the feeling is universal.
This week, document specific instances of your coworker not pulling their weight. Be objective. No emotion. Just facts. "On Tuesday, [Coworker's Name] missed the deadline for the Smith Report. I had to spend two extra hours completing it." Then, calmly present this to your manager. Say this: "I'm finding it difficult to meet deadlines when [Coworker's Name]'s tasks are incomplete. Can we discuss workload distribution?" Smaller moves: Set clear boundaries. Stop offering to "help out" all the time. The realistic outcome? Your manager is now aware. Steps can be taken to improve the situation.
No, you don't have to teach your coworkers workplace responsibility. Your job is to do your job well. If someone else's lack of effort is keeping you from meeting your goals, that's a problem for your manager, not you.
🤔 Which thinking lens(es) did you use?
Select all the lenses you used while thinking about this:
Common Questions
Use "I" statements. Focus on the impact on you. Not their character. "I'm finding it difficult to complete my tasks when I have to spend extra time on [specific task]. Can we find a better way to divide the work?"
Be specific. Don't just say, "I need help." Identify the exact task. Explain why you're struggling. Frame it as a request for expertise, not just laziness. "I'm stuck on this coding problem in the Johnson project, specifically around integrating the API. You're great at that. Could you point me to some resources?"
Track your time. Note how much time you spend on tasks that aren't yours. Compare it to your coworker's output. Objective data helps you see the pattern and make a case to your manager.
Motivation comes from within. Focus on creating a positive team environment. Recognize good work when you see it. Instead of focusing on the negative, call out the positive. For example, "Hey, I noticed how quickly you solved that problem for the Anderson account. Great job!" Positive reinforcement is better than nagging.
Document everything. Keep records of the extra work you're doing. Present it to your boss with proposed solutions. If nothing changes, consider talking to HR.
Not as a default. Occasional help is part of teamwork at work. Constant rescuing is not. If you always pick up the slack, you are enabling the behavior. That creates a cycle. Stop the cycle. Let the natural consequences of their inaction play out, even if it feels uncomfortable. This is not your job.
Be direct but polite. Acknowledge the request. Briefly explain why you can't take it on. Offer an alternative if possible. "I understand you need this report done quickly. Unfortunately, I'm at capacity this week with the Jones project. Can [Coworker's Name] take it on?"
Coworker responsibility means each team member reliably completes their assigned tasks to the best of their ability. It means respecting deadlines, communicating effectively, and contributing fairly to shared goals. It's about acting as a responsible owner of their part of the work, and taking workplace accountability.