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Line Manager hierarchy - Which method do you use? Supervisor, Position Hierarchy, Department...
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Hello!
One thing that has always been a good discussion point is how we derive an employee's line manager and the balance between flexibility (especially during periods of absence/secondments etc) vs leveraging workforce structures to allow the manager hierarchy to be 'self-maintained' as much as possible.
There seems to be a number of options available (and would be good to see validate with other customers if all are covered here, I'll keep adding to the list so it becomes complete) - but also I have a couple of questions around how some of these work in practice.
Would be good to start a discussion around which methods customers use and the reasons for this
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