In the rush to solve problems quickly, leaders sometimes bypass their direct reports and go straight to their team members for answers or action. While it might seem like the fastest route, cutting out your managers creates bigger problems. It damages trust, weakens accountability, and leaves everyone confused about who’s in charge.  

If you want a high-performing team, you need to stop undermining your direct reports and let them lead. 

You’re Sending the Message: “I Don’t Trust You” 

When you go around your direct reports, even with the best intentions, it sends a loud message: You don’t believe they can handle their job. This kills morale and makes it harder for managers to earn respect from their team. Research shows that employees in high-trust organizations report 50% higher productivity, 76% greater engagement, and 40% less burnout compared to low-trust workplaces.  

If your people think you’ll step in whenever things get tough, they’ll start to feel sidelined and disengaged. 

Mixed Messages Cause Chaos 

Giving instructions directly to your team members without involving their manager creates confusion and frustration. Team members end up getting mixed signals, unsure of who they should listen to or what takes priority. The result? Missed deadlines, duplicated work, and poor communication. To keep things running smoothly, messages and decisions need to flow through the proper channels. 

Accountability Falls Apart 

When employees can bypass their manager and go straight to you, they stop seeing their manager as the one in charge. Accountability crumbles and managers lose the power to lead effectively. Soon, everyone is looking to you for answers—and your time gets eaten up solving problems that should be handled at lower levels. 

Redirect the Right Way 

If employees come to you directly, send them back to their manager. This reinforces the chain of command and shows you trust your managers to do their job. The more you empower your direct reports to lead, the more they’ll take ownership of their role—and the less you’ll need to get involved in the day-to-day. 

Coach, Don’t Control 

Instead of jumping in to solve every problem yourself, use coaching moments to help your direct reports develop their skills. Ask guiding questions: What do you think the solution is? How would you handle this situation? Coaching builds confidence, strengthens leadership abilities, and ensures managers feel supported, not undermined. 

Final Word 

It’s tempting to jump in and take control when things get tough, but real leadership means empowering others to lead. By letting your direct reports handle their responsibilities, you build a stronger, more self-sufficient team. The result? Fewer bottlenecks, better outcomes, and more time for you to focus on strategic priorities. 

Stop going around your direct reports. Instead, give them the tools, trust, and space they need to succeed—and watch your entire team thrive.