A colleague is always inconsistent. When the supervisor is not around, he gag and fish. The situation is serious enough to make people feel uncomfortable. What should I do? Do we really want to be a "whistleblower"? Many people rush to work every day, go through fire and water, exhaustion, and everything is for the company. Once a company mate arrives late every day, leaves early, goes to work, chatting and chatting, in contrast, it makes people want to be a justice envoy. However, for the general office workers, self inspection is very important before reporting to the supervisor voluntarily.

     Look at others thinking about themselves.

With the increasing specialization and specialization of the whole society, everyone plays a role as a small screw in the enterprise organization. You may be responsible for a small business of the company. What you see and understand will not be the whole picture of the whole company. Therefore, when you find that some colleagues' work attitude or work discipline is unacceptable, first of all, you should take a closer look at the difference in the nature of your work, followed by a careful examination of your performance.

Sometimes people do not understand the work status and content of others, or even the indicators that others are being assessed. Especially when the work style of the responsibility system is becoming more prevalent, if you make a judgement without knowing it, it will lead the supervisor to examine your work objectives and performance more carefully. If your performance is not particularly prominent on weekdays, it will only deepen your negative impression in your supervisor's mind, and think you should take care of yourself before correcting others.

Therefore, before you decide to report to your supervisor about your lazy colleagues, it is very important for you to have a thorough understanding of other people's work attributes and assessment methods, and to review their work goals and performance.

Be careful and protect yourself.

If you have done a deeper understanding of the different job attributes and assessment methods of each person in the organization, and have also reviewed their performance in line with their work objectives, colleagues' work attitudes actually affect team performance or team members' work emotions.

In order to express your suggestions and protect yourself, it is recommended that you start with your recent work situation, or talk to your supervisor about the office's work guidelines, company culture or personal work attitude, so as to see whether you are the same as your supervisor and company. Such communication can help you to further clarify whether your mood comes from personal bias or whether someone else's work attitude is really problematic. On the other hand, when you finish self examination, the deeds of colleagues' gag and fish fishing have been proven to be "evidence of guilt". They can also try to show their colleagues' behaviors in an informal but competent occasion on the basis of humor or joking.

Generally speaking, sensitive supervisors will notice their subordinates' emotional expression, and even more actively understand their colleagues' work attitude and performance.

If you can't find out the occasion of such a favorable situation, you need to convey your opinions in a more formal way. It is suggested that you should sincerely tell the trouble of this matter and the premise that you want the team to run smoothly. At the same time, give some examples or others' opinions, please help the manager solve the problem. In this case, I believe that the supervisor will appreciate your telling him about this matter, and also have the obligation to improve the office environment so that everyone can work happily.

Setting goals and motivating employees

It is not a good thing for employees to influence their work performance because they do not understand each other's job attributes. In addition to establishing the basic rules of work in the company system, such as commuting, noon break, etc., it is more important to make the formation, change and delivery of any strategy through the smooth communication channels within the organization, and let the responsible employees know clearly that everyone knows their responsibilities and roles well, and also knows their contribution to the company.

In this way, we can not only enhance staff's understanding of different departments, different teams, different working forms, but also increase the centripetal force of employees through this invisible incentive, and then be able to ask for their own performance.