What do I say to my lazy co-worker?

Dear Randy —

Ah, the “lazy employee.” Every manager’s worst nightmare, right?

Well, let me tell you, as a former CEO, I’ve dealt with more than my fair share.

And here’s the thing: most of the time, laziness isn’t what it seems. I’ve learned that it’s not about cracking the whip; it’s about getting to the root cause, setting clear boundaries, and—let’s be honest—sometimes, making tough decisions.

Here’s the real talk from my experience with employees like Mark, Lily, and James, all of whom fit the “lazy” mold at different points in their careers.

1. Mark: The “Lazy” Employee Who Was Just Disengaged

Mark was a senior software developer who had been with the company for five years. At first, he was a rockstar. But over time, I noticed his performance lagging. Deadlines were slipping, his work quality was dropping, and his attitude during meetings was downright sulky. I began to assume he was just burnt out or lazy.

So, I had a one-on-one with him:

“Mark, I’ve noticed you’ve been falling behind lately. Is everything okay?”

He slumped in his chair, looked up at me, and said, “Honestly, I’m just bored. I’ve been doing the same thing for years, and I don’t feel challenged anymore.”

Boom. There it was. Mark wasn’t lazy—he was disengaged. After that conversation, I gave him a new project, something more strategic. I also encouraged him to mentor younger developers. The guy came alive again. His performance didn’t just improve—it rocketed.

Lesson learned: Don’t assume laziness means a lack of work ethic. Sometimes, employees just need to feel challenged or have a sense of purpose. If you’re not engaging them, you’ll see them check out.

2. Lily: The Procrastinator Who Needed Accountability

Now, Lily was a different story. She was a project manager with a great personality, but she was constantly pushing back deadlines and missing deliverables. When I asked her why, she’d always say, “I just didn’t get to it, I’ll catch up tomorrow.” After several delays, I knew I had to take a stronger approach.

I called her into my office and laid it out:

“Lily, I’ve been hearing a lot about delays and missed deadlines. We’re running a business, not a daycare. This has to change. What’s going on?”

She tried to deflect, saying, “I’m just juggling a lot of things at once.”

I shot back, “We all juggle things. But it’s your job to deliver. You need to start taking ownership. No more excuses.”

I didn’t just leave it there. I put her on a structured, weekly check-in where we tracked every task she had. After the first few weeks, her attitude shifted. The tasks got done. And, if anything, she was more engaged because she knew someone was keeping tabs. Accountability isn’t micromanagement—it’s just good leadership.

Lesson learned: If someone’s procrastinating, sometimes it’s not a motivation problem—it’s a structure problem. Give them a framework for accountability and see what happens.

3. James: The One I Had to Let Go

Then there was James, a junior employee in the marketing department. James had been coasting for months. He’d come in late, do the bare minimum, and when asked to take on extra work, he’d always have an excuse. After multiple conversations where I asked, “James, what’s going on? Why are you falling short?” he would always reply with something like, “I’m just not feeling it,” or, “I don’t think this is the right fit for me.”

I finally hit a breaking point after an all-hands meeting where I had to call him out for missing another important deadline. He looked right at me and shrugged, “Honestly, I just don’t care anymore. I’ve been telling you this job isn’t right for me, but no one’s listening.”

I was done.

“James, if you’re not committed to this role, you’re not going to be able to stay here. If you want to go, we can help you transition.”
He handed in his resignation the next day.

Lesson learned: Not every lazy employee can be “fixed.” If someone’s attitude is toxic and they have no desire to change, cut them loose. It might be hard, but you’re doing them—and the company—a favor. A disengaged employee can drag down the entire team.

So, here’s my advice: When dealing with a lazy employee, don’t make assumptions. Find out if they’re disengaged, overworked, or if they’re just plain unmotivated. Create a structure of accountability and make sure they understand their impact on the team.

But remember—if you’ve given them the tools to succeed and they’re still dragging their feet, don’t be afraid to cut them loose. Life’s too short to babysit grown adults.

Sincerely,