How to observe workplace interactions (e.g. meetings) with minimal influence or effect on group?

[Chris Bailey]

I posted this question over at LinkedIn Answers (link) yesterday. It's slightly outside the bounds of employee engagement, but I figure there are plenty of folks here who have great insight to share. Here's a bit more of the description I included with my question:

I'm beginning to think more deeply about the role of observer in consulting relationships and how to minimize the degree to which a consultant's presence influences and alters how people interact. For me, the purpose of observation is to watch what an individual actually does and determine whether it matches up to what an individual says the do. But a stranger's presence in a meeting or in a workplace environment can lock people down so they don't act in their typical way (they may be on their best behavior). Can anyone offer their experience and insight on how to observe a workplace with as little interference in the usual behaviors, actions, and routines?

[Mike Healy]

Hi Chris,

You could use a video camera.

Tell people its there and keep it there. People will soon forget its there and begin to act "normally"

Works for the "Big Brother" house

[Stephen J. Gill]

First, on a more theoretical level, in all social science research, whether observing a group, conducting a survey, testing, etc., the investigator has an effect on the behaviors being observed. So I think we just have to live with this fact of life (consulting, research, evaluation).

On a more practical level, I have found that my presence in a group, either as an observer, or participant observer, usually doesn't change the group behavior substantially and after a couple of meetings they usually stop noticing that I'm there or see me as just part of the group. If group members believe me to be influential, they might try to play a part for my benefit, but that becomes important data for my understanding of the group or workplace. I think it is very, very difficult for people to change their "typical" behavior in a work setting without a lot of help.

[Chris Bailey]

Hi Mike and Stephen, This is very helpful.

Stephen, I'm coming to find that your practical observations are spot-on. It all becomes useful data for building a bigger, more vibrant picture of what's happening in the space between words and actions.

Appreciate the insight!

Chris