Direct reportees are responsible for taking orders from the manager or anyone above them. This hierarchical structure creates an effective business model. Direct reportees are the point of contact between the management and other employees to perform necessary tasks to achieve the company’s mission. The direct reportee needs to understand their role as it helps them know why their responsibilities are essential.
Direct Reportees: Definition
A direct reportee is an employee who takes orders from the manager or an employee above them in the hierarchical structure of an organization. The employee who reports to the manager or the supervisor is called a direct reportee. Employees can report directly to someone above them, like the manager, team lead, etc. The individual responsible for the direct reportee must assign and monitor their works for feedback. Direct reportees can both hold the higher position or job under one. For example, the team lead reports to the manager and manages direct reportees like team members.
Who can be Direct Reportees
Companies have a traditional organization system with multiple departments; they generally use a direct reportee. Companies assign a supervisor or team leader in every department, and under each department, several reportees may also manage their direct reportees. Generally, in the business hierarchy, higher positions have a direct report. Some of the positions that include direct reportees are team lead, supervisor, managers, CEO, etc.
The Importance of Direct Reportees
Companies and organizations use direct reportee to monitor their performance. Direct reportees perform the assigned task to help the organization achieve its goals. Classified organizational structure eases out the complexity of management in a large company. Having direct reportees in an organization helps create a feedback system, improves communication, and builds a relationship between employees in a different hierarchical structure.
5 Ways of Effectively Developing Direct Reportees
Some ways of effectively developing direct reportees are time investment, appraisal, continuous feedback, development planning, and learning opportunities.
Managers must give enough time to the direct reportees. Spending less time on individual employees depending on the workload and the due date can be troublesome. The managers must ensure that each direct reportee gives four to eight hours per week. These managers perform better than their peers in terms of productivity and retention.
Appraisals are a crucial part of the development of the direct reportee. It is needed to value and recognize people for their work. Reasonable appraisals show the best picture of strengths and weaknesses. Leaders must be aware of the competencies to move forward with the following actionable goals.
Continuous feedback given to direct reportees helps them to grow. Managers or supervisors should give and get feedback from the direct reportees from multiple people. Another way is to provide developing tasks to the direct reportees that are unique to self-assess themselves. Managers should also guide the direct reportees on what they should do to succeed. Constructive feedback is the key.
It is the responsibility of the manager or the supervisor to come up with a development plan that, when followed, works. Skill development is directly proportional to performing a challenging task. Thinking out of the box to complete that difficult task leads to growth. Development also happens when direct reportees work with others to build workplace bonding and get feedback.
If the direct reportees lack knowledge and have limited background information, there will be no development for them. Such reportees should be given extra learning opportunities in mentoring, guidance, training programs, etc. Apart from that, employees should also have support from the management.
Building an Effective Relationship with your Direct Reports
The relationship between a manager and their direct reportee is significant. Effective relationships can have a profound impact on employee turnover rate and also impact productivity. Building a solid relationship with the direct reportee reduces the employee turnover rate. The question is, what makes this relationship? The answer is – trust. To build trust with the reportee, managers must be proactive, supportive, available, and communicate better.
Frequently Asked Questions(FAQ)
Direct reportees are responsible for taking orders from the manager or anyone above them. This hierarchical structure creates an effective business model.
Some of the ways to manage direct reportees in HRM are: