Several thoughts: 1. The best way for a manager to tell who is/isn't doing good work is to ask their teammates. If you cover for someone lousy (which may some

Several thoughts: 1. The best way for a manager to tell who is/isn't doing good work is to ask their teammates. If you cover for someone lousy (which may sometimes be the reasonable thing to do, especially if it's a fairly bullshit job) you kind of forfeit the right to complain about being on a lousy team, as bad teammates will eventually drive away good ones. 2. In a lot of places, firing someone takes ages; if you express concerns to this person's manager and they say, "Thanks for the feedback" without asking questions, that's probably what's going on. It's also possible that the person is working through something (divorce? health problem?) and the manager feels like they just need time to get back on track. Either way, once you say, "Hey, I have concerns about Joe, he doesn't seem to get much done," you've done your part. 3. Beware the people saying "Talk to the person directly, not their manager". They may take it as a wake-up call, or they may take it as an attack. I would not do this unless a) you're confident that everyone on the team agrees with you about this person, and b) you feel that you are socially adept enough to deliver the message in a way that will not be counter-productive.