How can I get Randy to give me the reports I need when he doesn’t even report to me?
I was asked this question during a recent meeting with a supervisor, Tim. Tim did not have a direct reporting relationship with Randy, but he was dependent on him for a weekly report. While Randy would give Tim the report each week, Tim needed to ask for it. He was becoming quite frustrated because he had hoped Randy would “just work with me on this and bring the reports on his own every week. He knows I need them,” Tim said.
If our work performance is deficient, there may be consequences and supervisors have the authority to initiate consequences.
[message type=”warning”]What if you need help from a co-worker who doesn’t report directly to you? – Can you influence their performance?[/message]
The short answer is yes.
Employees – whether you have a direct reporting relationship or not – tend to react to rewarding relationships more readily that to systems of authority. Tim needed to rethink how he was encouraging performance from Randy, and possibly from his staff.
On some level, Tim’s question reflected a problem he was having with his supervisory style – he was trying to manage through authority rather than relationship. However, even the most effective supervisor can have difficulty encouraging a productive working relationship with an employee from another department.