“Tambay mode” in the office—when a coworker seems to coast while the rest of the team hustles—is a frustrating yet common challenge in any workplace. Whether it’s missed deadlines, unfinished tasks, or the classic “Mamaya na” mindset, freeloading can quickly drain productivity and team morale.
The challenge is even greater in Filipino culture, where hiya (shame) and pakikisama (getting along) often prevent open confrontation. You want to address the issue without becoming the kontrabida (villain) or disrupting team harmony.
This guide outlines ten proactive steps to deal with freeloading coworkers effectively—without sacrificing professionalism, kindness, or team spirit.
From clear communication to accountability measures, these strategies promote fair contributions from every team member while preventing anyone from feeling overburdened. After all, strong teams thrive on shared effort—not on kargo todo (carrying the entire load).
1. Set clear responsibilities and deadlines for everyone
Ambiguity often leads to freeloading, especially in Filipino workplaces where hiya can stop employees from speaking up. Make sure that everyone’s tasks and timelines are clear during team meetings. Use tools like Google Sheets, Trello, or Slack to track assignments and progress.
For example, if a marketing team is preparing a product launch, assign specific deliverables: Anton handles social media graphics, Maria writes the captions, and Paolo monitors ads. Be firm on deadlines to avoid the "Mamaya na" (I'll do it later) mindset. When roles and expectations are clear, no one can conveniently “forget” their part.
2. Address the behavior early with a respectful 1-on-1 chat
In Filipino culture, confrontation can feel awkward, but ignoring the problem can make it worse. Address freeloading early by pulling the person aside for a private, respectful conversation. Avoid calling them out publicly—this could trigger shame and make them defensive.
For example, say, “Hey, I noticed you’ve been having a hard time finishing your tasks lately. Is there something I can help with?” This opens the door for them to share if they’re overwhelmed, disengaged, or unclear about their role. A kind, proactive chat can often nudge someone out of being petiks (taking things too easy) and back into action.
3. Find out what’s really causing the ‘Tambay Mode’ behavior
Freeloading isn’t always about laziness—sometimes there’s an underlying issue. It could be personal struggles, family responsibilities (alaga ng anak or caring for elders), or even workplace challenges like burnout or unclear expectations.
For example, if Ana seems disengaged, a quick check-in might reveal she’s juggling family obligations and feels overwhelmed. Alternatively, Miguel might be “chilling” because he’s not clear on how his work contributes to the bigger goal.
Understanding the root cause helps you address the real problem—whether it’s through support, training, or workload adjustments—without making assumptions.
4. Document tasks and deliverables to keep everyone accountable
Philippine workplaces often rely on verbal agreements, but this can lead to misunderstandings or convenient forgetfulness. Document tasks, deadlines, and deliverables in writing to promote transparency. Use tools like Google Docs, Asana, or Microsoft Teams to prevent office slacking (no pun intended).
For example, during a team meeting, summarize assignments in a shared document: “Jessa will prepare the sales report by Friday, while Bryan finalizes the client presentation.” When tasks are documented, freeloaders can’t claim “Hindi ko alam na akin pala ‘yun” (I didn’t know that was mine). It also gives managers a clear reference point to address delays without drama.
5. Encourage open, non-blaming communication as a team
Creating a culture of open communication helps address freeloading without pointing fingers. In Filipino offices, where pakikisama is valued, people may hesitate to speak up. Hold team check-ins where everyone shares progress, challenges, and updates. Frame discussions around solutions, not blame.
For example, say, “I’ve noticed some delays in our timeline. How can we better support each other to meet our goals?” This invites collaboration while gently addressing issues. By fostering a safe space for honest communication, team members are more likely to step up and take responsibility without feeling targeted or embarrassed.
6. Don’t cover for slackers or take on unfair workloads
It’s not unusual for diligent employees to pick up the slack to avoid conflict. While well-intentioned, this habit encourages freeloading and leaves hard workers feeling overburdened. Instead, politely redirect tasks back to the responsible colleague.
For example, if a teammate neglects their part of a report, say, “Let’s check the task list. I believe this section is yours—do you need help getting it done?” This shifts accountability without being confrontational. By refusing to shoulder someone else’s work, you send a clear message that teamwork requires equal effort.
7. Involve your manager when the problem persists
If gentle nudges and open conversations don’t resolve the issue, it’s time to escalate the matter professionally. As Filipino workplace culture often prioritizes harmony, repeated freeloading affects team morale and productivity. Approach your manager with facts, not complaints.
For example, say, “I’ve noticed delays on the project because tasks assigned to [person] are incomplete. I’ve documented the timelines and updates. Could we discuss a way to resolve this?” Managers appreciate solutions-oriented approaches.
By presenting the impact on the team and offering possible fixes, you ensure the issue is handled constructively without creating unnecessary office drama.
8. Offer solutions like rebalancing workloads or training
Sometimes, freeloading happens because a team member feels overwhelmed, lacks the right skills, or doesn’t know how to prioritize tasks. Instead of letting frustration build, propose practical solutions like redistributing work or offering additional training.
For example, if Marco struggles to finish his reports, suggest: “Would it help if we broke your tasks into smaller steps or if you got training on Excel formulas?” For someone overwhelmed with too many tasks, say, “Let’s revisit the workload balance so everyone contributes equally.” Offering solutions shows teamwork and prevents resentment from festering.
9. Focus on collaboration, not competition, to improve team morale
A competitive atmosphere can sometimes lead to freeloading, as underperforming team members may feel disengaged or left behind. Instead of highlighting individual failures, emphasize collaboration to build a stronger, more supportive team environment.
For example, organize brainstorming sessions where everyone contributes ideas for a group project. Say, “Let’s work together to make this deadline easier for everyone—who can step up to support this part?” By fostering a culture of teamwork instead of pointing fingers, you can inspire even the tambay mode colleagues to get involved and feel valued as part of the team.
10. Avoid gossip and keep the focus on professionalism
Office gossip is tempting, especially when coworkers notice someone isn’t pulling their weight. However, talking behind someone’s back can create a toxic work environment and escalate tension, making the problem harder to solve.
For example, instead of venting to teammates about Carlo’s missed deadlines, address the issue professionally: “I’ve noticed delays on Carlo’s tasks—how can we help him get back on track?” Keeping conversations solution-oriented and private prevents office drama and maintains a professional atmosphere where issues are resolved constructively, not through marites (gossip).
From freeloading to fair contributions
Freeloading coworkers is a challenge most office workers in the Philippines will encounter at some point, but how you handle the situation can make all the difference. By addressing “tambay mode” early, you can create an environment where no one coasts, no one feels overburdened, and teamwork becomes a shared commitment.
After all, success in the Filipino workplace is best achieved hating kapwa—through unity and equal effort.