Navigating the Challenges of Indirect Management Inconsistent in Feedback and Expectations

Dealing with an indirect boss can be a daunting task, especially when their direction and expectations are inconsistent. This article explores a common scenario where a boss instructs team members not to ask questions but later downgrades them during performance reviews for not inquiring enough. Understanding the distinctions between questioning and seeking clarification is crucial in such situations.

Understanding the Distinctions

In the workplace, effective communication can significantly impact performance and morale. One of the key distinctions lies in understanding the reasons behind a boss's instructions. There are two categories of questioning:

Questioning for Validation

Questioning the WHY: This often includes challenging the validity of the logic or purpose behind a decision. Phrases like, "This is silly! Why do we need to do this?" can be perceived as disrespectful and arrogant. While it's important to voice your concerns, questioning for the sake of rebellion or insubordination can be harmful. Asking about Authority: Challenging someone's authority or knowledge can come across as an undermining of their expertise. This approach can create friction and negative dynamics in the workplace.

Questioning for Improvement

Questioning the HOW: This type of questioning is aimed at better understanding how to perform tasks correctly. Phrases like, "How do I know when or whether to do A or B?" are essential for learning, building cumulative knowledge, and ensuring task completion. Improvement Focus: When your boss instructs you not to ask questions, it can be perceived as stifling your growth and development. However, if you are later downgraded for not asking more questions, this inconsistency can be frustrating.

Strategies for Handling Indirect Feedback

To address this inconsistency, consider the following strategies:

Passive Reminders

The next time your indirect boss instructs you not to ask questions, gently remind them of previous requests. For example, if your boss told you to ask more questions to clarify tasks, point out the inconsistency. This can help establish a clear communication pattern.

Contrast with Review Expectations

During performance reviews, if the issue comes up, remind your boss of the previous guidelines. Emphasize that you are making a conscious effort to improve, and you are following the instructions provided. Prepare to counter the common performance review dynamic of downgrading employee efforts due to profit-driven reasons. Note the specific dates and times in your diary for reference.

Winning Over Your Indirect Boss

A key approach is to identify your indirect boss and seek to gain their favor. Understanding why they issue such contradictory instructions can provide insights into how to better align with their expectations. Take steps to build a collaborative relationship, ensuring your queries are relevant and constructive.

Conclusion

Handling an indirect boss requires a nuanced approach to communication and self-management. By understanding the distinctions in questioning and being strategic in your interactions, you can navigate these challenges more effectively. Remember, consistent communication and an emphasis on mutual respect can lead to a more harmonious and productive working relationship.