I am an employee in a small company (under 30 people). I have a colleague who is basically not really productive. We've been at the company for about the same amount of time, and we both joined while the company was very young (~5 people).
He doesn't pull his weight and it's difficult for me to psychologically ignore, even though I've consciously tried to accept the situation as it is. In the two years that we've both been at the company, he has basically produced almost zero value. In fact, I would say he has really mismanaged some of our relationships with external parties. In contrast, I've developed internal tools used by our upper management on a daily basis, taken the lead on many projects and pushed them to various stages of completion, and am in many ways a one-man department.
I am rewarded for my productivity by a salary that is high within the company and especially relative to my age. What is really a drag on me mentally is that, being a small company, there is simply an enormous amount of work to do, and even if I work efficiently, I like to have work-life balance. However, since my colleague is not picking up the slack, there are important things that aren't getting done.
My manager realizes that my colleague isn't productive but he keeps trying to "make it work." This has reached the point of explicitly asking me to hand over some projects to my colleague because he promised him ownership of that work. It's not getting done. Also, because everyone sees me as the go-to person in my domain of expertise, I'm constantly asked about the state of various projects. It's frustrating that any delays on his end will be reflected in my public perception, whether warranted or not.
Why is he still at the company? Basically because he is a "chummy guy" that people feel sorry for. He has a mortgage and a family and poor health, and I think people just can't bear to let him go. I feel sorry for him too, however, I don't think the company is a charity.
What is the right way for me to deal with this situation, either by reconfiguring how I think about it or in how I interact with management about this?