Question:

How do you deal with a coworker who has impressive credentials but lacks basic skills?

I used to work with someone who had many cloud certificates from AWS, Azure, Google, and others. He also claimed to have years of experience at well-known companies. However, he was always struggling with simple tasks and needed my help to troubleshoot. For example, one time we had to walk him through how to upload a file on a conference call. It took him five minutes to find the program on his screen.

He would also waste a lot of time pretending to solve problems by talking out loud, but then he would give up and escalate the issue to our manager. He did not seem to have any critical thinking skills, and I was amazed that he got hired in the first place. I tried to help him as much as I could by giving him suggestions, examples, and showing him my thought process, but he never followed them. I was not trying to be arrogant, but I was very frustrated by his lack of work ethic. Eventually, I stopped wasting my time and effort on him. He was a nice person, I suppose, but he did not fit in our team.

Do you have a similar story? How did you handle it?

Answer:

We all have encountered coworkers who seem to have it all: impressive resumes, prestigious certificates, and glowing references. However, when it comes to actually doing the work, they fall short of expectations. They struggle with simple tasks, need constant guidance, and waste time on irrelevant issues. They lack the basic skills that are essential for their roles, such as problem-solving, communication, and collaboration. How do you deal with such a coworker, especially if they are on your team?

This is a question that I faced when I worked with a coworker who had many cloud certificates from AWS, Azure, Google, and others. He also claimed to have years of experience at well-known companies. However, he was always struggling with simple tasks and needed my help to troubleshoot. For example, one time we had to walk him through how to upload a file on a conference call. It took him five minutes to find the program on his screen.

He would also waste a lot of time pretending to solve problems by talking out loud, but then he would give up and escalate the issue to our manager. He did not seem to have any critical thinking skills, and I was amazed that he got hired in the first place. I tried to help him as much as I could by giving him suggestions, examples, and showing him my thought process, but he never followed them. I was not trying to be arrogant, but I was very frustrated by his lack of work ethic. Eventually, I stopped wasting my time and effort on him. He was a nice person, I suppose, but he did not fit in our team.

Do you have a similar story? How did you handle it?

Here are some tips that I learned from this experience, and that might help you if you face a similar situation:

• Be patient and supportive. It is possible that your coworker is going through some personal or professional challenges that are affecting their performance. They might also be new to the role or the company, and need some time to adjust and learn. Try to be patient and supportive, and offer your help when needed. You might be able to help them improve their skills and confidence, and build a positive relationship with them.
• Set clear expectations and boundaries. However, being patient and supportive does not mean that you have to do their work for them, or let them affect your own productivity and quality. You need to set clear expectations and boundaries with your coworker, and communicate them effectively. For example, you can tell them what tasks they are responsible for, what deadlines they need to meet, and what resources they can use. You can also tell them how much time and help you can offer them, and when you are available for consultation. This way, you can avoid confusion, frustration, and resentment, and hold them accountable for their work.
• Give constructive feedback and recognition. Another way to help your coworker improve their skills is to give them constructive feedback and recognition. You can point out their strengths and weaknesses, and suggest ways to improve. You can also acknowledge their efforts and achievements, and encourage them to keep learning and growing. However, you need to be careful not to sound condescending, patronizing, or judgmental. You need to be respectful, honest, and specific, and use a positive tone. You can also ask for their feedback on your work, and show that you are open to learning from them as well.
• Escalate the issue if necessary. If none of the above tips work, and your coworker continues to lack basic skills and affect your team’s performance, you might need to escalate the issue to your manager or HR. You need to document the problems and the actions that you have taken, and present them in a factual and professional manner. You need to avoid making personal attacks or accusations, and focus on the impact of your coworker’s behavior on the work outcomes. You also need to be prepared to accept the consequences of your escalation, such as your coworker’s reaction, your manager’s decision, or your team’s dynamics. You need to be ready to cooperate with any solutions or interventions that are proposed, and hope for the best.

Dealing

with a coworker who has impressive credentials but lacks basic skills can be challenging and frustrating. However, by following these tips, you might be able to help them improve their skills, or at least minimize the negative effects of their behavior on your work. You might also be able to learn something from them, and improve your own skills and relationships. Remember, you are not alone in this situation, and you can always seek support from your other coworkers, your manager, or your HR. Good luck!