“Manager” is not a special setting within Small Improvements. You create managers by setting someone as the manager as a specific employee. In short, they become a manager in our tool once you add them as the manager to an employee.
It’s easy to change a person’s manager, but you can’t create reporting loops. If person A reports to B, then you cannot make B to report to A. Or if B reports to C, then C can’t report to A.
To move an employee from one team to another, simply assign the new manager, there’s no need to “remove” a person from a previous manager’s team.
Note that we use the term ‘indirect manager’ in Small Improvements. An indirect manager refers to the management chain above the direct manager. You may use the term ‘skip-level’ or ‘grand-boss’ to refer to the same relationship.
Changing an employee’s manager
First, locate the employee’s name from the Company Directory screen:
Next, select and save the new manager:
New managers and permissions
The new manager will automatically receive access to Performance Reviews, 360 Feedback, and Objectives. The previous manager can still access all reviews they signed, even when they are no longer the employee’s manager.
Ongoing performance reviews will not be updated to reflect management changes. You can make those changes manually within the review cycle.
Permissions for 1:1 Meetings and private notes will not automatically transfer. These notes and messages belong to the participants, and anything that was strictly personal remains strictly personal.
Any participant in a 1:1 Meeting can change the visibility to grant access to the new manager.
Updating managers through import
If you rename a department or move office locations, it can be a pain to update every user profile one by one. Instead, make updates in bulk using a CSV import file.