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Need more objective details. Are we categorizing laziness as someone who starts work at 11 am and leaves for the bar at 4 pm? someone who can’t be bothered to take notes or build toward on-brief ideas?
*Or* are we talking about someone who has personal boundaries or familial obligations and won’t entertain staying online until 10 pm regularly? I ask because in that scenario it’s poor agency operations becoming the thing hurting you, not colleagues with boundaries.
I think it’s leadership’s business, not yours. I think every person is different and should work according to their talents and the value that they provide to the company. If the company has people in it that are ruining the morale of the organization they need to fix that. if you are a leader and you’re wondering what you should do, it’s pretty simple. You should just monitor that person. Explain the expectations and follow up and if they don’t comply, then get rid of them.
if you’re not the leader and you’re just another employee who is jealous and thinking that this other person is not working as hard as you are well get over it.
Usually these are the people who get promoted.
It’s because they’re strategic thinkers! Not like all of us “doers.”
Check to see how much they’re being paid. They might just be acting their wage.
Rising Star
Meeee
Nothing most of the time. Most people are crazy lazy.
If they are aware, typically a PIP.
I did a tough review with direct Written feedback with someone who falls under this classification. I see some changes - too soon to be declarative but I think making the feedback clear is a gift we often don’t give people.
Rising Star
It’s hard to get rid of lazy people. The only thing they work hard at is avoiding work, avoiding detection, and avoiding any action to correct their behavior. You’d be surprised how many of them claim legal action in the minute you try to talk to them about their performance.
PIP