We finally brought in our first outside executive to run operations, but our team keeps bypassing them and coming straight to me for final approval. How do I break this habit without undermining my new leader?

Question

Tyler Smith · Accepted Answer

When frontline employees bypass a newly hired executive, the owner is almost always the real problem. Every time you answer a question or approve an operational request that belongs in your new leader's seat, you cast a vote of no confidence in that leader and teach your staff that the new org structure is fake.

To break this habit, enforce a strict redirect rule immediately. Do not answer operational questions. Stop solving problems in the hallway. When an employee brings an issue to you, ask two questions: Does this sit in your seat or our new operations leader's seat? What did they say when you brought this to them?

If they have not spoken to the new executive, send them there instantly. If they say they disagree with the new executive, do not overrule your leader in private. Instruct the employee to work it out with their manager directly.

Simultaneously, sit down with your new leader in your weekly Same Page meeting or one-on-one cadence. Clarify their decision rights on the Accountability Chart. Let them know you will back their authority completely, even if they make mistakes early on. If you disagree with a decision they made, address it behind closed doors, never in front of the team.

Finally, inform the entire company in writing and at your next all-hands meeting that operational authority now resides entirely with your new leader. When staff realize you refuse to be the back door, the bypass stops.