What would you do in this situation? Someone from another department asks you about a team member’s errors

[Anonymous]

Team Member A did not complete crucial steps in a process. Higher up from a different department raises this to you and you confirm those steps are missing.

Higher up brings this information to Team Member A who blames you for not coming to them after higher up came to you. Team Member A now requests that moving forward you tell them if someone asks about their work.

Is it my responsibility to go to Team Member A in the future? Or Team Member A’s responsibility to properly complete their work?

[Anonymous]

Anonymous wrote:Team Member A did not complete crucial steps in a process. Higher up from a different department raises this to you and you confirm those steps are missing.

Higher up brings this information to Team Member A who blames you for not coming to them after higher up came to you. Team Member A now requests that moving forward you tell them if someone asks about their work.

Is it my responsibility to go to Team Member A in the future? Or Team Member A’s responsibility to properly complete their work?

Both. The higher up from the other department used you to set your co-worker up instead of going to them directly to ask if steps were missing. Most co-workers would not appreciate this, and if I'm your supervisor I wouldn't appreciate it either.

Don't get in the middle of this.

[Anonymous]

Anonymous wrote:

Anonymous wrote:Team Member A did not complete crucial steps in a process. Higher up from a different department raises this to you and you confirm those steps are missing.

Higher up brings this information to Team Member A who blames you for not coming to them after higher up came to you. Team Member A now requests that moving forward you tell them if someone asks about their work.

Is it my responsibility to go to Team Member A in the future? Or Team Member A’s responsibility to properly complete their work?

Both. The higher up from the other department used you to set your co-worker up instead of going to them directly to ask if steps were missing. Most co-workers would not appreciate this, and if I'm your supervisor I wouldn't appreciate it either.

Don't get in the middle of this.

I do have questions about how to not get in the middle. Our work is hierarchy is stacked. How do I not get in the middle if a Superior comes to me? I don’t have the power at my level of employment to ask them to not do this or to not respond to them. Tips on how to manage this type of communication?

[Anonymous]

It would have been nice of you and a way to build good will.

[Anonymous]

Could you have redirected them to teammember A in the first place?

[Anonymous]

If you can’t get out of answering because it’s in-person and there’s no way to soften it, then answer but afterwards immediately give A a heads up.

[Anonymous]

Who is the manager of whom? If you and A are peers, direct them to your manager. If they are the manager of A, they should talk to A.

[Anonymous]

Oh my goodness, I am not sure. Could you do me a favor and ask Team Member?
If this is not plausible.
I'm swamped, Could you do me a favor and ask Team Member?

As soon as they are redirected, email (important) to team member CC shared manager, "Hey Bob, just sent Suzie and team to you with some questions about the bla bla project."

[Anonymous]

Direct them to your manager or A's manager if that's someone else. Your manager is displeased with how you handled this btw.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Team Member A did not complete crucial steps in a process. Higher up from a different department raises this to you and you confirm those steps are missing.

Higher up brings this information to Team Member A who blames you for not coming to them after higher up came to you. Team Member A now requests that moving forward you tell them if someone asks about their work.

Is it my responsibility to go to Team Member A in the future? Or Team Member A’s responsibility to properly complete their work?

Both. The higher up from the other department used you to set your co-worker up instead of going to them directly to ask if steps were missing. Most co-workers would not appreciate this, and if I'm your supervisor I wouldn't appreciate it either.

Don't get in the middle of this.

I do have questions about how to not get in the middle. Our work is hierarchy is stacked. How do I not get in the middle if a Superior comes to me? I don’t have the power at my level of employment to ask them to not do this or to not respond to them. Tips on how to manage this type of communication?

This is a soft skill, and IMO, will serve you well long-term.

You either re-direct them to Team Member A if you are being asked to directly comment on Team Member A's work. "I'm not sure about Larlo's process. I'd suggest you speak to them directly." Then give Larlo a heads up. If the other supervisor is insistent, then ask that they talk to your supervisor - "I'm sorry Supervisor, but I wasn't involved in that project. Jane was the head of that effort. I am sure she will know the answer."

[Anonymous]

Anonymous wrote:Team Member A did not complete crucial steps in a process. Higher up from a different department raises this to you and you confirm those steps are missing.

Higher up brings this information to Team Member A who blames you for not coming to them after higher up came to you. Team Member A now requests that moving forward you tell them if someone asks about their work.

Is it my responsibility to go to Team Member A in the future? Or Team Member A’s responsibility to properly complete their work?

Its their responsibility but if you are friends with them, you can do a favor.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Team Member A did not complete crucial steps in a process. Higher up from a different department raises this to you and you confirm those steps are missing.

Higher up brings this information to Team Member A who blames you for not coming to them after higher up came to you. Team Member A now requests that moving forward you tell them if someone asks about their work.

Is it my responsibility to go to Team Member A in the future? Or Team Member A’s responsibility to properly complete their work?

Both. The higher up from the other department used you to set your co-worker up instead of going to them directly to ask if steps were missing. Most co-workers would not appreciate this, and if I'm your supervisor I wouldn't appreciate it either.

Don't get in the middle of this.

I do have questions about how to not get in the middle. Our work is hierarchy is stacked. How do I not get in the middle if a Superior comes to me? I don’t have the power at my level of employment to ask them to not do this or to not respond to them. Tips on how to manage this type of communication?

You have to learn how to manage up. This person should not have come to you, and it's on you to redirect them - nicely - to the correct person (aka your coworker).

[Anonymous]

If someone in another area contact me I’ll let them know that I’d have to research what happened because I’m not responsible then report it to my manager and let them handle it. I have one manager, not two. The employee that made a mistake is my manager’s responsibility not mine or the other manager’s.

[Anonymous]

Op here. Thanks PPs, in this case it was visual what was missing and causing Higher Up’s area to not be able to move forward. If I say I was unsure, it would be an obvious lie as I manage the database that Team Member A did not complete the process on and can visibly see the missing steps.

I can’t think of a good example that applies in multiple job fields - It would be like someone using orange marmalade instead of raspberry jam and asking you to confirm the flavor you see and taste. You can see and taste the difference.

[Anonymous]

Anonymous wrote:Direct them to your manager or A's manager if that's someone else. Your manager is displeased with how you handled this btw.

This. This has happened on my team. If someone comes to you about someone you don’t manage, tell them to please address their concerns to their manager, or copy me on the communication. I’m about to fire someone for not telling me things like this.