The Chain Reaction: What Happens When Employees Go Around You
The Chain of Command
Let’s say you’re in a leadership role. Maybe you’re a department head, a manager, or even the owner of the business. One of your team members comes to you with a request. You hear them out, weigh the options, and make a decision. It’s a no, or a “not right now,” and you explain why.
Then a few days later, you find out they’ve gone to your boss, or another leader, or even a peer in another department, hoping to get a different answer.
It’s frustrating. And it’s more than just annoying. It’s dangerous to your culture.
The Chain of Command Exists for a Reason
A clear chain of command brings structure, accountability, and clarity to a team. It helps people know:
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Who makes decisions
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Who is responsible for outcomes
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Where to go when something isn’t working
But when someone jumps the chain of command just because they didn’t like the answer they received, it signals a deeper problem. One of trust, boundaries, or communication.
What Happens When People Go Around You?
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It Undermines Authority
When leaders’ decisions are bypassed, it erodes their credibility. Not just with that one employee, but with the entire team. It tells others, “If you don’t like what your boss says, just ask someone else.” -
It Breeds Chaos
Without a clear structure, decisions start getting made emotionally, inconsistently, and politically. That’s when resentment creeps in, and toxic culture starts to grow. -
It Slows Everything Down
Instead of trusting the designated decision-makers, the organization gets bogged down with second-guessing, duplicated conversations, and conflicting directions. -
It Teaches People the Wrong Lesson
Rather than learning to accept feedback, collaborate, or improve their approach, employees may learn that persistence equals manipulation.
How to Respond as a Leader
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Don’t React Emotionally
It’s easy to feel insulted or angry. But stay calm. This is a coaching moment. -
Have a Direct Conversation
Sit down with the employee. Let them know what you saw or heard, and ask them why they went around the chain. Listen first. Then, explain why the chain of command exists, and how bypassing it damages trust and clarity. -
Clarify the Process
If you want people to bring disagreements or appeals to you, say so. If there’s a process for escalating issues, make it known. And, of course, make sure everyone knows the chain of command (show team members when they're hired again at every quarterly all-hands meeting)(think org chart here). -
Hold the Line
If leaders above you keep entertaining these workarounds, it sends mixed signals. Talk to them too. Great organizations back each other up and reinforce one another’s authority.
Healthy Teams Follow Healthy Structure
Respecting the chain of command isn’t about power trips or rigid hierarchy. It’s about building a team that communicates clearly, supports each other, and plays by the same rules. When that breaks down, so does the culture.
So next time someone tries to skip a step, don’t just take it personally. Take it seriously.
And fix it!
Ryan Giles
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