Everyone gets bothered by a colleague's behavior, but if you work with someone who is truly incompetent, who poses a threat to your and your colleagues' safety, or who significantly harms morale in the workplace, then they may the time has come to take the initiative. Read this article to learn how to deal with an unpleasant situation like this.
Steps
Part 1 of 3: Deciding to Act
Step 1. Make sure you have a legitimate reason to get this person fired
The fact that you don't like her on a personal level isn't reason enough to try and deprive her of a job. Remember that even if you and your co-worker don't get along, they may be counting on this job to bring food to the table. Take some time to decide if you really want to be responsible for his firing. You have good reasons if your colleague:
- It interferes with your ability to work.
- It interferes with someone else's ability to work.
- He steals society's time by always arriving late, being lazy or not cooperating.
- Create a hostile or unproductive work environment.
- Has sexually, physically or verbally harassed you or a co-worker.
Step 2. Find support
Your argument will sound much more valid if you have the support of your colleagues. Ask to see if any coworkers think like you about that employee.
- Gather information diplomatically. Avoid spreading rumors or trying to get people to hate the coworker you want to get fired. Instead, start asking questions like, "What do you think of the new employee?" or "It is interesting to hear Giovanni talking to his clients on the phone" or "Did you see when Giovanni arrived at work?".
- If you find that one or more of your colleagues agree with your grievances, ask if they are willing to join you in a formal grievance.
Step 3. Keep an eye on this person
Pay attention to your colleague's behavior so that you can refer to concrete facts when you go to make your complaint and write down any incidents on a document. Beware of unprofessional behaviors and record them.
- Keep a record of the times, dates and detailed descriptions of incidents so that your argument is more valid and your manager has a foundation to work from. This will be easier if you work during the same shifts as the colleague to be fired, perhaps close to him.
- Try to distinguish between serious behaviors that affect the work environment and minor infractions. Not cleaning your coffee maker is not as bad as getting to work drunk.
Part 2 of 3: File a Formal Complaint
Step 1. Make an appointment with your manager / supervisor
Carefully consider who is the most appropriate person to meet to resolve this situation. Try to meet him in person if possible.
- Bring the notes you took with you when you go to the meeting, and have colleagues who want to join the complaint accompany you.
- Ask that your complaint remain anonymous. In this way, you will avoid making the colleague in question your enemy.
- Avoid expressing grievances via email, which will likely be ignored and are not as formal as an in-person meeting. This would also leave written evidence of your complaint, something you should avoid.
Step 2. First decide what to say
Think about the arguments you want to present and try to recite them in a calm tone of voice. If you're filled with frustration with the person being fired, your boss may think it's an interpersonal issue you're exaggerating, instead of a serious complaint you're raising with the good of the company in mind.
- Highlight some of the person's best characteristics: "I like Giovanni, really. He's funny and I think he's a good guy and can change, but I'm worried about him."
- Don't ask your boss directly to fire the person. If your manager asks you "What do you think I should do?" freely express your preference, but remember that it is not your decision.
Step 3. Let your manager take care of the situation
Once you have made a formal complaint, it is no longer your responsibility to continue to report this person's behavior or try to get him or her fired. Refocus on your life outside and inside the workplace, and just try to stay away from the colleague in question if it bothers you.
Part 3 of 3: Using Indirect Means
Step 1. Create situations that make it difficult for your colleague to continue working
Before getting to the actual sabotage, help an incompetent colleague sabotage himself.
- If this person is always late for work, ask them to go out late on a weekday. Then set up a meeting early the next day with your supervisor, saying your colleague will be introducing. Show up fresh and ready for work, showing you confused as to why your colleague isn't showing up.
- If your colleague has trouble swearing in front of customers, invite your very religious grandfather to bring a group of friends from the parish when your colleague is working. Let them complain to the manager.
Step 2. Consider creative alternatives
In some cases, you just want to get rid of someone. It's time to imitate The Office's Jim Halpert and go hard. Be extremely careful if you try to manipulate things to get someone fired, or you will be risking that fate.
- Order adult products at your colleague's work address, but don't specify the office number, so the person delivering them will have to search far and wide. The more inappropriate the material, the better.
- Log into your colleague's computer and send dirty but credible emails to your boss.
- Change your computer's desktop wallpaper to a porn photo when it's not there. Tell your boss you want to meet him at your colleague's desk earlier in the day, before they've had a chance to notice.
Step 3. Help the person
Even if your first reaction will be to want to get your co-worker fired, any scenario in which you quit your job will do. Maybe it means writing him a recommendation for a new job that might appeal to him, or continually talking to him about how unrewarding the job is, to get him to quit. If he thinks you're doing his good, you'll be doing everyone a favor.
