• 4 min read

🔥 A guide to egos & incompetence

Alternate title: My no-bs guide to dealing with incompetent team members

Let’s talk about that one person at work who just doesn’t get it. You know who I’m talking about—the one who turns every task into an ordeal, complicates every simple process, and just gets in the damn way. It's frustrating, it's exhausting, and it's about time we address it head-on with some brutal honesty.

And before you call me out for my very alive and well control freak-ism, this isn't about that. It's about being on top of your game only for that one person to feel the need to drag through your work to feel important.

Cut to the Chase: Identifying the Problem

Before anything else, let’s lay it out: dealing with someone who bogs down productivity can sap the energy out of any team. Whether they're insecure, incompetent, or just unaware, their actions throw a wrench in the works for everyone involved.

  1. Confront the Issue

It’s time for a straightforward conversation. Read: clear and direct. Arrange a private meeting and come prepared with specifics. Tell them:

"Look, I want us to do well, and I’ve noticed that some of your processes are creating extra steps for the team and slowing us down. Let’s talk about what you really need so we can streamline things."

  1. Set Boundaries

Clarity is your best friend here. During a team meeting, reinforce everyone’s roles and responsibilities. Make it crystal clear who is responsible for what. This isn’t just about putting the problematic team member in their place—it’s about making sure everyone is on the same page and reducing the chance for overlap and confusion. And document that shit.

  1. Provide Honest Feedback

When it’s time to give feedback, ditch the sugarcoating because it helps no one. Be honest about how their behavior affects the team's output. Constructive criticism is key, so offer tangible solutions or alternatives. For example:

"When you redo my work without checking in, it doubles our effort and wastes time. Can we agree on a workflow that involves less redundancy?"

  1. Promote Self-Awareness

Encourage them to think about their impact on the team. Sometimes people genuinely don’t realize how their actions come across. Ask them reflective questions to prompt some self-assessment:

"Do you see how these actions might be creating more work for others? What can we do together to make sure our efforts align more effectively with the team’s goals?"

  1. Draw the Line

If gentle nudges don’t work, it’s time to be firm about what you need from them moving forward:

"I need you to trust that I’ve got my tasks handled. Let’s focus on reducing these bottlenecks so we can all work more efficiently."

  1. Escalate If Necessary

If these steps don’t bring any change, you may need to escalate the issue to someone higher up, whether its a boss or your client. Make sure this happens in a solutions focused way; it's easy to come off as complaining to mom about another team member so think action-oriented.

Dealing with a disruptive team member requires a blend of tact and toughness and it succkkkks when you're just trying to do your job well. While it’s important to maintain professionalism, it's important to be firm and honest about the realities of the situation. Remember, the ultimate goal is to foster a productive, efficient work environment—not to babysit an adult who should know better. Keep focused on what’s best for the team, and don’t shy away from doing what needs to be done. You got this! (If I have to deal with it head on, you do too lol #community)

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