I'm stuck between a rock and a hard place.

Myself and another coworker answer to two bosses. #1 is the manager, #2 is a Supervisor. My coworker is very social and does not fill her day in a productive manner. There are a lot of details I won't bore you with, but she has been spoken to about her behavior and lack of work. I know this because both #1 and #2 have each involved me with my coworkers issues. At one point I was asked to "evaluate" her efficiency. Another time I was forced to travel with her to another office to watch her perform her duties.

I am equal to my coworker in status but I do not have similar job tasks what-so-ever. Though I voiced my displeasure at being thrown into that situation to boss #1 and #2, it was made clear that they disagreed with me and I was forced to learn my coworkers basic job so I could monitor her and make judgements. (My coworker IS aware of what's going on) I now have to take on one of her duties because they don't "trust" her to do it any longer.

Now my coworker is doing things to provoke me. I believe its because she resents the position I've been put in.
I share an office with two other women. Today, this coworker came in, shut our open door and claimed, "I'm bored. I have enough work to do, but I'm bored so I'm gonna sit in here for a while." We ignored her while she sat with us, crunching chips with her mouth open and tapping her finger nails.

I don't want to tell on her... I've been forced to evaluate her actual job duties and I don't feel its my place to tell on her for something like this. However, she's been doing this sort of thing, interupting our work, a LOT in the last few weeks and that isn't right either.

What would you do in my situation?

I think you know that I'm an HR person and I can tell you that I would want an employee to come to me with this kind of thing. For example I was really good friends with a co-worker and she would ask my opinion "off the record" she told me that she knew there were a few employees who were seriously slacking off and she didn't know what to do because she didn't want to "tattle". I encouraged her to say something to me "officially" - most HR people and managers want to know when there is a break down in work.

Now more specifically to your situation your managers have put you into position to be a supervisor of sorts to this co-worker. What you have observed is distracting behavior that is disrupting the work of three other people in the company. What she is doing is insanely counterproductive and is wasting the companies time and money. I would talk to one of your bosses and say something along the lines of you don't want to get her in trouble but you find that when this co-worker takes breaks that she tends to be disruptive to you and other employees. Clearly this is information that is not new to your bosses they know this woman is disruptive.

Thank you, Glinda. Its good to have the perspective of someone who has professional experience such as yours. :) (sorry, I've got to spread the rep)

You gave me a great example of how to word it when I speak to someone.

Have the other 2 women in the room, say something. If it comes from multiple people it may have an greater effect.

Another option is to have a sitdown with this co-worker and lay down the law. Tell her, that you have been put in the position of evaluating her performance. It wasn't something you asked for but you aren't going to jeopardize your job by refusing. Tell her if it comes down to her or your own job, your job wins hands down. So if she wants to quit then do so. If she wants to get fired, then continue along the same path she has been taking. Explain that the responsibility for her actions is hers alone.

Agree with Scott,'

Privately, honestly tell this co-worker what their job duties are [if you have a written document,] and what areas need improvement.

Sometimes firing an employee can be a legal minefield for employers, maybe a video of said co-worker's "productivity" would be concrete evidence needed.

Just guessing here. Oh, whatever happens, make sure you are doing your job to the best of your abilities. Office politics and retaliation may be possible.






Grace and Peace

No going back. You've been used by #s 1 and 2 to evaluate a fellow worker. You've been used to identify specific work issues involving a fellow worker and your now being used to down size the responsibilities of your fellow employee which will push her out the door. Well # 1 and # 2 are very bright. They turned you into a manager, a human resource professional and now your responsibilities have increased. Congratulations on your advancements, your increased salary and enhanced benefits. Just another day at the office. I bet your fellow worker finds an environment rich in motivation and I hope she ends up with a Pulitzer some day.