You have that one colleague, the one who makes every project a nightmare. They’re always late, their work is shoddy, and the boss just seems to ignore it. It’s beyond frustrating, trust me.
Don’t worry, you’re not crazy and you’re not alone. This article breaks down exactly why this happens in our Kenyan workplaces and gives you the real, practical steps to fix the situation for good.
Why This Happens: Common Causes
They Have “Connections” or Family Ties
In our context, someone’s cousin, uncle, or church mate might be in a higher position. Your boss may be under direct or indirect pressure from above not to touch that employee, making the official HR process like filing a complaint on the iTax portal—tedious and often going in circles.
The Boss is Avoiding a Lengthy HR Process
Firing someone legally in Kenya involves multiple warnings, documented evidence, and possible court cases if not done right. Your boss might see this as a huge hassle compared to just managing the poor performance, especially with the strict procedures outlined in the Employment Act.
Fear of Creating a Vacancy and More Work
Letting someone go means your team is short-staffed. The boss then has to justify a new hire to management, go through recruitment, and train someone new. It’s often easier to carry the dead weight than to start the whole approval process on the company’s HR portal from scratch.
Your Boss is Conflict-Averse
Confrontation is not for everyone. Having that difficult conversation, issuing formal warnings, and dealing with the drama can be very stressful. Many managers would rather keep the peace, even a toxic one, than ignite a fire they have to manage daily.
How to Fix: Why won’t my boss fire my terrible coworker?
- Document Everything Professionally: Keep a detailed log of specific incidents, dates, and how their actions directly impacted work. This isn’t gossip; it’s evidence. Use email or your company’s task management system to create a clear, timestamped record.
- Frame it as a Business Problem, Not a Personal One: When you speak to your boss, focus on how the colleague’s behaviour hurts team targets, project deadlines, or client satisfaction. Show the cost to the company’s bottom line, not just your frustration.
- Follow the Official Channel: Escalate the issue formally if your direct boss ignores it. Submit your documented concerns through the official HR portal or via a signed memo. This forces the issue into a trackable system and out of informal chats.
- Protect Your Own Performance: Ensure your own work is impeccable and your targets are met. Don’t let their terrible performance drag yours down or make you look bad in team reports. Cover your back, always.
- Explore a Team Transfer: If all else fails and the environment is toxic, internally apply for a position in another department. It’s a strategic move to remove yourself from the problem without leaving the company.
If the fix doesn’t work and the situation remains unbearable, your final escalation path is to seek external advice. You can consult the Federation of Kenya Employers (FKE) for guidance on labour practices or, for serious issues like harassment, file a complaint with the Kenya National Commission on Human Rights (KNCHR). Sometimes, updating your CV and quietly looking for a new opportunity is the most practical solution for your peace of mind.
How to Prevent This Problem in Future
To avoid finding yourself in this stressful situation again, build your professional defences from day one. Here are specific actions you can take:
- During your job interview, ask clear questions about the company’s performance management process. Ask how underperformance is typically handled and what support systems exist.
- From your first week, use official channels like company email or project management tools (e.g., Trello, Asana) for all important communication and task assignments. This creates an automatic paper trail.
- Build a strong, professional relationship with your HR representative early on. Understand how to use the internal HR portal to report issues, so you know the process before you need it.
- During annual performance reviews, formally document your own achievements and any collaborative challenges you faced. This makes your contributions and any team hindrances part of your official record.
The Bottom Line
Dealing with a terrible colleague is tough, but it’s often a management and systems issue, not a personal one. The core fix is to shift the problem from being your personal frustration to a documented business risk that your boss or HR must address officially.
Start today by opening a simple document or email draft and jotting down one clear incident with dates and impacts. That first step moves you from feeling helpless to being strategically in control of your work environment.
Frequently Asked Questions: Why won’t my boss fire my terrible coworker? in Kenya
What if my boss is related to or friends with the terrible coworker?
This is very common. Your best approach is to stick strictly to official processes and document how their actions affect business results.
Frame every discussion around lost revenue, missed deadlines, or client complaints, not personal feelings. This makes it harder for the boss to ignore professionally.
Can I report my colleague directly to HR without telling my boss?
Yes, you can, especially if your boss is part of the problem. Use the company’s official HR portal or submit a formal, signed memo.
Ensure your report is factual and focused on work violations. HR is then obligated to investigate, which takes the issue out of your manager’s hands.
Won’t I be seen as a snitch or cause problems for myself?
There’s a risk, which is why documentation is key. You’re not gossiping; you’re providing evidence of a business problem.
By focusing on facts and processes, you protect yourself. If retaliation happens, that becomes a separate, more serious HR issue.
What legal steps can I take if nothing changes?
For issues like harassment or discrimination, you can file a complaint with the Kenya National Commission on Human Rights (KNCHR).
For general labour disputes, consult the Federation of Kenya Employers (FKE) for advice on your rights and the proper mediation channels.
Is it better to just quit and find a new job?
Sometimes, yes. If your mental health is suffering and all internal avenues are blocked, leaving can be the smartest move.
First, exhaust the formal steps and always secure a new offer before resigning. Don’t let someone else’s poor performance derail your career without a plan.
