How would one handle this?
Suppose a direct report's direct (i.e., a skip level) is surfing the Internet more than acceptable. Would it be appropriate to provide feedback directly to that skip level? Or, would it be more appropriate to discuss with my direct? Or both?!
It would go something like this: "When you surf the Internet for non-work related activities here is what happens -- I get irritated, you look bad, the team wonders why you are not pulling your weight."
Thank you in advance,
Steve
Feedback to a direct's direct?
Go to your direct. Their performance is also an issue here.
Your job is to make your directs more effective. You can't manage all of your directs' directs, and you undermine your directs if you try.
John
Feedback to a direct's direct?
Steve-
I would agree with John in many cases and say that feedback to skips is OK in some situations. When the cause for feedback (adjusting or affirming) is a behavior I observe directly, I am inclined to offer the individual the feedback. Where there is a problem I hear about, I will generally go to my direct on the assumption that they will have a better handle on the facts than me.
When I give the skip feedback, I may or may not mention it to the direct, depending on the person, the behavior or circumstances.
The other day I walked into a work area. There was a brand new 2008 calendar with an less-than-professional picture on it. I looked for person who worked in that area. I would have given him feedback on the spot. He was not around, so I found the supervisor in her office and offered her feedback. In this case I would have talked with her even if I had talked with the skip. It just depends.
Regards.
Lou