Do you use ‘off the record’ conversations when appropriate?

Typically, when encountering undesirable behavior, the appropriate approach is to provide direct feedback.

When an issue is more complex, you should not remain silent if you believe the manager may be making a poor decision. In such cases, sharing your perspective is important.

In such cases, you should request an “off the record” conversation with the manager to share your observations about the employee they oversee. If they agree, they can then address the matter directly with the person involved.

Figure: Addressing concerns thoughtfully and discreetly

This approach helps the manager strengthen their observational skills while also protecting the employee from appearing unfavorable or facing repercussions from their supervisor.

If the employee accepts the feedback and demonstrates improvement in subsequent interactions, you can then publicly acknowledge their progress during the retrospective.