Dealing with a coworker who does very little

[Mallowmazing]

I am about to embark on a project with a co-worker who does very little work. I am being brought onto the project because she was not doing a good job. We are at the same level, so we are going to be working as equals rather than a boss and junior dynamic.

Does anyone have any tips for dealing with this? She is also very quiet, whereas I can talk too much.

You need to set out clear instructions of who does what, give a timeline, arrange for regular updates and reports, she may need very clear delegation. I would ask your manager what support and training they are giving her, is she on a performance review and are they expecting this to be 50.50. I would also ask your manager how they would like to see how this project is progressing, do they want a weekly update and meeting with you both. If she still doesnt do much will your manager have a solution to this other than taking her off and leaving it all to you.
If she is quiet and you are a chatterbox you need to find common ground, respect each others space, heads down and just get the work done, leave the chat to break times.

I would echo that you need to be extremely clear about who is doing what, so that you cannot be dragged into any negative consequences if she doesn't do her work.

Are you going to be expected to somehow mentor her, or in any way influence her? I'd want to watch out for a creeping change of expectations where you do end up in an informal position of managing her,

Yes, draw up a list of who's doing what and when it has to be done by. Do not do her work!

What all the above posters said, also put everything in writing. Not nastily, but clearly-so if you have a chat over the kettle about sorting something, follow up with an email “I just wanted to confirm that we are ok with the arrangements we discussed: I’ll look after all the dog grooming, and you’ll take care of all the cat herding. Let me know if you need anything or if I’ve got the wrong end of the stick! Cheers, Mallow”

Document everything, too, by email. Don't agree to things verbally without a paper back up.

Cross porpoises!

Not appropriate for your manager to tell you if she is on performance measures.

Make sure you document everything, and copy it to your manager. For example sit down with her and agree a project plan task by task and who is being allocated what task, and then put it in writing and copy to your manager.

If she’s not pulling her weight and you’re having to pick up her tasks to stop things going awry I’d go to your manager and tell them what’s happening, and that you find it inappropriate that you’re in a position where you effectively need to line manage an equal.

Had a friend in the same position recently and her LM was a bit taken aback when she said that to him, and it soon changed for the better (but was a major factor in her subsequent decision to leave).