It’s a rare workplace team or department that doesn’t have a resident slacker — that certain employee who always seems to shirk his or her fair share of work on projects, yet still gets credit for their success.
Spotting these laggards is easy. But dealing with them is not. If you tell your manager about this underperformer, you run the risk of being branded as a tattletale. But letting it slide carries downsides, too, like the stress of working longer hours to cover for the slacker’s deficiencies. Or higher turnover and decreased productivity as team relationships slowly erode.
So what’s a beleaguered
