To bring up my colleague in review?

[Maria53]

My performance review at work is coming up and I'm feeling really fed up with a colleague.

They only started at the company 4 months ago - and they got the job by being best friends with the people that own it. I was paired with them on a project which they were to lead and I was to assist (only assisting because of my huge workload). But it has become clear they arent really up to it.

They asked me to take more of a lead at the start which I pushed back on. I am now pushing the project forward with minimal input from this person. This week they asked me to be the lead for the foreseeable and I (feeling awkward) explained that wouldnt be possible due to my own workload and reiterated they are expected to take the lead. Today I again ended up taking on more because she keeps forgetting to carry out her duties.

Worse - they told me they attended a Christmas party and thinks she might have covid and work is a struggle. Hardly makes me like them more does it.

WDUT? Bring it up to manager? I'm not sure how to do this without looking like I'm telling on her so to speak

Also because this person is so overwhelmed by everything I spent our last meeting leading the meeting and helping them to prioritise. They said this helped them feel better due to a lack of support from management.

But you know what? This is the second time I've been placed in a sort I'd training the newbie role but I'm not actually a manager and dont receive the salary from it.

Yabu for using 'this person' and 'they' all the way through your post, which is annoying, but using 'she' to say she might have covid

Ok @FrankButchersDickieBow I've had a couple of vinos and slipped my cover!

Yes it is a woman. Not really relevant.

I'd appreciate some advice on how to approach it.

I find the situation quite stressful and want her to take responsibility/want it to be acknowledged I am doing the bulk of the work here. But without looking like I am throwing her under a bus ?

Have a similar situation. Have tried to be subtle for months. Lost the will with it so have now just said it as it is. Think you just need to be honest. People can't be loose with work and expect someone to carry it all. It's not right

So what if you're throwing her under the bus?

But I get it. Perhaps approach from the angle that she requires more support than you can provide, outline what you have done for her so far, jobs she hasn't followed up on, things that have slipped, stuff that you have had to step in to do for her. Perhaps write a timeline so it's clear in your head. Now is the time to speak out - before she passes probation. 4 months in she should be getting to grips with a job and shouldn't need hand holding.

You do your job to the best of your ability, and let her get on with hers. If you aren't her line manager, it's not your job to make sure she is doing hers.

But I wouldn't raise it - if they're friends of the company owner, it's you that will look bad, not her.

But @cherrypie790 I feel it will reflect badly on me if she screws up because we both work on the project and I'm not ok with delivering sub par work to our client.

How is it fair that someone gets in the door via nepotism, who is relentlessly negative with no get up and go - and yet if I, a longer standing employee, raises it it will look bad for me?

My boss made if clear she was to lead the project with me assisting. She keeps asking me to lead it which isnt fair imo, my workload is huge as it is.

Your performance review is about you, so not really the appropriate place to raise an issue with a co worker.

Personally I'd raise it ASAP. Who is asking you to take lead? Is it the new person? If so, your manager needs to be aware. I'd phrase it in terms of work load. Whilst I'm happy to assist, it seems that a large bulk of work from X's project is being passed on to me. Over the last 4 months I've spent X hours on the project. I am typically spending x hours per week on it. I feel I cannot keep on top of my actual job when this project is requiring so much of my time. How do you think we might manage this?

That way you're not commenting on her capabilities, just that the project is impacting your workload. Which sounds like your issue.

YY to what k1233 says above - this does not belong in your review. Raise the impact on the work separately and as soon as possible, steering clear of any comments on your colleague as a person. Reframe it in your mind as a work problem: you're all reasonable people here who want to get the job done, but this particular issue can't be solved by you alone so you're raising it with your manager.

@k1233 I have considered raising it with my boss this week. As I say, I'd rather nip it in the bud but also don't want to look like I'm trying to land her in it.

What actually made me think of this is we have to fill out a form before the review. One of the questions asks if her have underwent any changes recently and how we are finding/adapting to them. So my changes are working with 2 brand new people. I love working with the first woman who is a hard worker, but I feel I'm pushing this up hill with this other woman already.

Of course if the bosses give her a talking to that may also affect how she feels about working with me...

can you use the review to clarify your input to the project, and the amount of your time that input is taking, without making about the ineptitude of your colleague?

You mentioned that the woman in question got the job because they're friends with the owner/s, now that's an issue

There's a few ppl at my company who are useless but also untouchable because of who they are related to or who they play golf with outside of work

Give her enough rope and I think she'll hang herself

I don't see how @EveryDayIsADuvetDay. It is impacting me because I need to keep cleaning up after her or taking action where she doesnt - the point in me assisting her was because the bosses recognised my workload.

Now I'm basically managing her and taking action where she isnt. This is not what my boss said I would be doing.

Talk to your boss about it, framed in terms of your own workload. You can bring it up in all innocence - "I just wanted to check that I'm working in line with your expectations on Project X. My initial understanding was that I'd be assisting Sarah, but for some time now she's been asking me to take the lead on it. I'm spending about Y hours a week on it, which does mean I don't always have time to do my usual duties like A, B and C. How would you like me to prioritise?".

Your boss can then make their own call on it - they might be shocked and get your colleague pulled back into line, or they might shrug and say you ought to keep on as you are, or something in between... Whichever way, at least you'll know.