Have you ever made a formal complaint about a lazy or dishonest coworker to management at work?

[DorianRo]

Originally Posted by fleetiebelle

Right, the big questions to ask before escalating anything to management are: what have I done to solve this problem myself? and does this other person's behavior impact how I do my job? It's not "tattling" to speak to a manager about something that affects your work.

It should be managements job to solve the problems. Instead of just sitting in their office collecting a free paycheck for doing nothing. (Which so many of them do today)

[fishbrains]

Originally Posted by DorianRo

It should be managements job to solve the problems.

Why? On what basis do you assign the responsibility to detect and solve all problems solely to management? Do non-managerial workers have no responsibility or obligation in creating a collegial, ethical, productive work environment?

Why do you draw the line so sharply and create management:non-management distinctions all the time?

[Marie Joseph]

Originally Posted by Nanny Goat

But, what if the management is lazy and dishonest?

Sometimes that happens, too.

In mid to larger companies there is either the recourse of going to HR or sometimes calling an ethics hotline if the HR person seems sketchy.

I have had employees (and other managers) bring concerns to me about managers being dishonest/unethical several times. In one instance it turned out to be a misunderstanding and no big deal; the people who reported it did so in good faith and it was cleared up pretty easily. In the other cases though there was something going on and it needed to be handled. Just because someone is a supervisor/manager does not mean he or she is necessarily a perfect person

A lazy boss is a bit of a different story though. If s/he is neglecting something is potentially opening the company up for legal action then you might get some attention on it. Laziness is an unfortunate trait in both co-workers and supervisors but it isn't something that generally gets people in a lot of trouble.

[Nov3]

I've been on both sides. Reporting and being reported. Neither turned out favorable.
If the goal was to encourage cohesive team efforts it failed epically.

I find most times the powers that be have zero interest in staff squabbles involving performance. Nor do they wish to investigate the allegations .

One time I sat during a write up. On and on they ranted about my unacceptable behavior. I had left a meeting that was going off the tracks quickly. It was long after my regular shift had ended. After they rattled off...I looked at them and said: so where is Kathy and Jean who walked out ten minutes before I even did at the meeting? The supervisor was stymied. I said...yeah just as I thought. You chose not to see who led the walk out but instead knew I would come in to accept my flogging. So again I ask...where are they?. The write up stayed on my record and I must say...for weeks none of the powers could look me in the eye. The two other Co workers laughed that I even took the heat. Yup learned then how the system works.