My Boss has put me in a difficult position. (She's not an M-T manger)
I am a director in the organization with 5 directs.
I have 4 peers in the organization that are Individual contributors.
Since I am a Director, my Boss often likes to discuss administration and personnel issues with me. She is grooming me for her position when she retires. (in 1 or 2 years)
I really love this Boss - despite some of her managerial shortcomings she is the best Boss I've ever had.
The difficulty is that I often know more of my peer's performance issues than I can ever lead on. My Boss asks me to help her with these sorts of things from the outside and with advice to her. Using peer relationships and my managerial outlook & knowledge (Shout out to M-T ! )
Recently, one of my peers got a meeting from the Boss about her poor performance and she now has to move her desk to where the boss can see her better, and do more reporting of performance.
This peer has approached me (and the rest of the peers) complaining about the boss and what she has to do. She asked if I had been asked about her performance and if I said she was rude or not a team player etc... what have I said about her ? etc..
I listened with sympathy and gave her one example where I thought she wasn't being a team player.
I suggested that she be extra nice to the other peers.
I also volunteered to share with her specific examples in the future - if she wants me to - if I see some behavior that might be interpreted as not being a team player.
* The summary is that many of the staff around here has complained privately to the Boss about this person (including me). But, no one is willing to be completely honest with her. I am probably one of very few people here that have a decent working relationship with her - because I am trying very hard to do so.
* I feel very deceptive and underhanded in that I know so much more about her issue than I can tell her. Is that normal ?
* Can I use the "Peer Feedback" Model to help her (and the rest of the unit) improve behavior and performance.
* How much sympathy should I show when she complains about the Boss's shortcomings (especially if I agree) And still be in a supportive role of my Boss who I also agree with over this peer's performance ?
OK Thanks for any ideas....
I'm also keeping in mind that in the future I may have a managerial position over this peer.