Some Hazards of Skip-Level Interviews: III

As we've seen, skip-level interviews present risks to supervisors who initiate them. But there are also risks for subordinates who initiate skip-level interviews, however informal or spontaneous they might be. Because subordinates who initiate skip-level interviews almost always seek redress of grievances against their supervisors, this type will be our focus. As in the earlier installments of this exploration, we'll use the name Frodo for the subordinate, Bilbo for the subordinate's supervisor, and Gandalf for Bilbo's supervisor.

Retribution

When Frodo initiates a dialog with Gandalf, Bilbo might become worried. The less Bilbo knows about the topics of the dialog, the more worried he is likely to become. If the dialog is conducted in private, and especially if its existence is hidden, Bilbo is more likely to feel that his performance is the topic and that Frodo is attacking him.

These risks are elevated when there is ongoing difficulty between Bilbo and Frodo. And such situations are exactly those in which Frodo is most likely to turn to Gandalf for assistance. Moreover, in times of difficulty between Bilbo and Frodo, Bilbo is likely to be most alert to contact between Frodo and Gandalf.

Even if Bilbo has no definite knowledge of the content of the Frodo-Gandalf dialog, he might assume the worst, and seek retribution for Frodo's supposed offense. Retribution is even more likely if Gandalf subsequently takes any action that leads Bilbo to believe that it resulted from the Frodo-Gandalf dialog. Frodo would be wise to seek an interview with Gandalf only if he believes that Gandalf will act responsibly, with discretion, and with appropriate care for Frodo.

Peer concerns

When Frodo's peers learn that Frodo and Gandalf are meeting (or have met), they might also become worried. Like Bilbo, their level of concern is inversely correlated with their level of knowledge of the content and existence of the dialog.

For example, Even if the supervisor has no
definite knowledge of the content of
the dialog between the subordinate
and the supervisor's supervisor, he
or she might assume the worst,
and seek retributionif one of Frodo's peers is a favorite of Bilbo, he or she might worry that Frodo is complaining to Gandalf about favoritism, and that Gandalf's response might end the favoritism. This worry might lead to difficulty between Frodo and his peer.

Frodo's peers also present security risks with regard to the interview with Gandalf. If Frodo has been open about his desire to meet with Gandalf, and open about the appointment itself, then his peers might transfer this information to Bilbo, wittingly or not. If Bilbo's performance is indeed the topic of the meeting, Frodo would be wise to be discrete about the meeting, even with respect to his peers.

The most important risks for Frodo involve Bilbo's response. Initiating a meeting with Gandalf can expose Frodo to these very real risks. Unless Frodo is relatively certain that Gandalf will take effective action that will help Frodo, the risks probably outweigh the benefits.   First issue in this series   Top    Next Issue

Is every other day a tense, anxious, angry misery as you watch people around you, who couldn't even think their way through a game of Jacks, win at workplace politics and steal the credit and glory for just about everyone's best work including yours? Read 303 Secrets of Workplace Politics, filled with tips and techniques for succeeding in workplace politics. More info

Your comments are welcome

About Point Lookout

Thank you for reading this article. I hope you enjoyed it and found it useful, and that you'll consider recommending it to a friend.

This article in its entirety was written by a human being. No machine intelligence was involved in any way.

Point Lookout is a free weekly email newsletter. Browse the archive of past issues. Subscribe for free.

Support Point Lookout by joining the Friends of Point Lookout, as an individual or as an organization.

Do you face a complex interpersonal situation? Send it in, anonymously if you like, and I'll give you my two cents.

Related articles

More articles on Devious Political Tactics:

Active Deceptions at Work

Among the vast family of workplace deceptions, those that involve presenting fiction as reality are among the most exasperating, because we sometimes feel fooled or gullible. Lies are the simplest example of this type, but there are others, and some are fiendishly clever.

Narcissistic Behavior at Work: III

People who behave narcissistically tend to regard themselves as special. They systematically place their own interests and welfare ahead of anyone or anything else. In this part of the series we consider how this claimed specialness affects the organization and its people.

Narcissistic Behavior at Work: VI

Narcissistic behavior at work distorts decisions, disrupts relationships, and generates toxic conflict. These consequences limit the ability of the organization to achieve its goals. In this part of our series we examine the effects of exploiting others for personal ends.

Time to Go to Plan B

We had a plan, and it was a good one. Plan A actually seemed to work for a while, but then troubles began. And now things look very bleak. We have a Plan B, but people don't want to go to it. Why not?

Fake Requests for Help

When a colleague asks for assistance, we can feel validated, even flattered. But not all requests for help are what they seem. The more devious amongst us can be endlessly creative in employing requests for help to achieve devious ends.

See also Devious Political Tactics and Devious Political Tactics for more related articles.

Forthcoming issues of Point Lookout

Coming September 4: Beating the Layoffs: I

If you work in an organization likely to conduct layoffs soon, keep in mind that exiting voluntarily before the layoffs can carry significant advantages. Here are some that relate to self-esteem, financial anxiety, and future employment. Available here and by RSS on September 4.

And on September 11: Beating the Layoffs: II

If you work in an organization likely to conduct layoffs soon, keep in mind that exiting voluntarily can carry advantages. Here are some advantages that relate to collegial relationships, future interviews, health, and severance packages. Available here and by RSS on September 11.

Coaching services

I offer email and telephone coaching at both corporate and individual rates. Contact Rick for details at rbrenyrWpTxHuyCrjZbUpner@ChacnoFNuSyWlVzCaGfooCanyon.com or (650) 787-6475, or toll-free in the continental US at (866) 378-5470.

Get the ebook!

Past issues of Point Lookout are available in six ebooks:

• Get 2001-2 in Geese Don't Land on Twigs (PDF, )
• Get 2003-4 in Why Dogs Wag (PDF, )
• Get 2005-6 in Loopy Things We Do (PDF, )
• Get 2007-8 in Things We Believe That Maybe Aren't So True (PDF, )
• Get 2009-10 in The Questions Not Asked (PDF, )
• Get all of the first twelve years (2001-2012) in The Collected Issues of Point Lookout (PDF, )

Are you a writer, editor or publisher on deadline? Are you looking for an article that will get people talking and get compliments flying your way? You can have 500-1000 words in your inbox in one hour. License any article from this Web site. More info