Now they're peers, now they're directs...

Submitted by Anonymous (not verified)
in
Manager Tools Trinity
My question is about giving feedback to people that are peers one day and directs the next. I work in table games in a casino. Typically I work four days as a floor supervisor and one day as a pit manager. As a floor supervisor I have four to six directs that are dealers. As a pit manager six to eight floor supervisors that are usually my peers become my directs as well as the 20 plus dealers also working. Should I use the peer feedback method with floor supervisors except when I work as a pit manager? Should I stay consistent and use the peer feedback method at all times with floor supervisors until I am a full time pit manager? Or perhaps I should try to tailor the feedback to the specific situation? Any help would be greatly appreciated. Thanks
Submitted by John Hack on Sunday August 26th, 2007 9:03 pm

Great question. I would stick with the peer model consistently, but I have never been in your situation, so that's just a guess.

I do know that consistency is a key part of the model.

John

PS: I hope you share how it works out for you!

Submitted by Will Duke on Monday August 27th, 2007 11:18 am

That's an interesting opportunity. A phrase jumps to mind - "assume the position." Since you have two different positions, but are only one person, it seems like eventually you will have one position or the other. Would it be correct to think that your attitude and behavior will determine which position you have?

I'm interesting in everyone else's take on this. If you behave as though you have the position, will the position follow?

I certainly think that even the peer model would be good behavior for most bosses. And I definitely agree with John that consistency is key. But I'm thinking more generally than just feedback.

Submitted by James Gutherson on Monday August 27th, 2007 8:07 pm

There is going to be a lot of grey areas in this situation. I suggest that you learn both models (and they aren't that different really) and use your judgement on when to apply which one.

There are going to be situations where you are going to need them to commit to a change because something is affecting your area of responsibility.
I would suggest using lots of affirming feedback. This will help you build your referential power which you will need to push these changes when you lack the formal power.

Submitted by Mark Horstman on Sunday September 23rd, 2007 5:07 pm

Nevada-

I guess it depends on which position you think of as yours. Are you really a pit manager who also serves as a floor supervisor? Or are you a floor supervisor who just fills in as a pit manager?

When you are a floor supervisor, IS THERE a pit manager on duty? And is he/she like you, just serving in that role (in other words, there really isn't one person in the manager role)?

I would need to know more about what the organization says about your role. And, how would you describe your fellow floor supervisors' relationships with you?

While it doesn't matter in a theory-driven world, it DOES matter in the real world. ROLES MATTER.

Mark