Respond to Amy Fowler post with 200 words and at least one reference.
My original Post. Use for a reference only if needed.
How you would manage such a person and encourage them to approach you instead of other members of management.
Triangulation in the workplace more often than not triggers unintended consequences. Direct communication is therefore recommended to prevent such consequences. To encourage employees to approach me instead of other members of management, I would put several measures in place. Firstly, my department would have an open-door policy where they can walk in and talk about matters at hand fearlessly. Secondly, during orientation, I would encourage employees to address issues and complaints directly as opposed to discussing it with other people first. Thirdly, I would also give feedback to the intended persons instead of having feedback make rounds. Importantly, I would also create structured opportunities for real dialogues within the organization. I would also strive to find out why employees were making triangulations instead of approaching me directly. Lastly, I would organize a communication workshop that would refresh employee skills of workplace communication as well as sensitize them on the consequences of triangulation (Gee & Gee, 2011).
Describe similar conflicts you have witnessed in your own work experience and share information as to how the problem was resolved.
I have participated in triangulation in the past. The work environment did not take complaints and suggestions positively, therefore the only way to let management know was through triangulation such that the information cannot be traced to a specific employee. Another instance is when a colleague at a company I worked for could not address the manager directly since she claimed he had harassed her sexually. In the first scenario, the triangulation problem should have been resolved by the management investigating why information reached them through triangulation. Since employees were not ready to be fired or bullied for pointing out issues, the management should have stepped in by establishing better communication structures. In the second scenario, the sexual harassment matter should have been dealt with first by the human resource department. Once that matter is put to rest, then the manager and employee should find an amicable way to communicate and especially the systems put in place in the workplace.
Reference
Gee, V., & Gee, S. (2011). Business improv: Experiential learning exercises to train employees to handle every situation with success. New York : McGraw-Hill Professional.
Instructions:
Respond to Amy Fowler post with 200 words and at least one reference.
Amy Fowler Post
Triangulation can be tricky if you are the person being spoken about or if you are the third party that the complainer is speaking to. I feel both positions have an obligation to stop the behavior. “There are three general responses to tackle this behavior, some more effective than others: colluding, connecting, and coaching” (Seitchik, 2017). If I am supervising an employee that won’t bring issues to me, I would start by asking the third-party questions such as, “What did they say when you suggested they speak directly to me?” (Seitchik, 2017). Questions such as these help the third party understand they should not condone the triangulation and help by not accusing them of not sending the employee directly to you. Next, I would connect directly with the complainer. I would have an open conversation keeping in mind the need to be empathetic to the situation, after all they could’ve gone to the third party because they were afraid to bring their concerns directly to me and I need to work to fix that.
A recent event that took place put me in the role of the third party. An employee that I supervise came to me to discuss the behavior of another employee. She started by saying she was just venting but we both knew something needed to be done so the behavior doesn’t continue. She does not have a lot of experience with difficult conversations, so I helped her develop some key points that she didn’t forget to say. At the conclusion of our preparation together I asked her to let me know how the conversation goes. I wanted her to know I supported her, but I also didn’t want to tell her that she must talk with the other employee. Asking how the conversation went and working through her feedback was my way of ensuring it took place.
Reference:
Seitchik, M. (2017, July). Overcoming triangulation: how to stop that toxic backchanneling. Retrieved from: https://www.bates-communications.com/bates-blog/overcoming-triangulation-how-to-stop-that-toxic-backchanneling
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