Who should determine the appropriate action if an issue with a subordinate requires more than a simple discussion?

The rationale for selecting the head of the organization as the appropriate person to determine the right action for an issue involving a subordinate that exceeds a simple discussion is based on their overarching responsibility and authority. The head of the organization possesses a broad understanding of company policies, culture, and the strategic vision necessary for making decisions that impact the team and the organization as a whole.

In situations where the issue is complex or may involve significant consequences, it's essential for a leader with comprehensive awareness of organizational dynamics to assess the situation. The head can ensure that the approach aligns with the company's goals and values while also considering any legal or ethical implications. This level of decision-making requires more than just managerial insight; it often necessitates a holistic view of the organization and its workforce, which is typically held by someone in a senior leadership position.

While the HR department plays a critical role in addressing employee-related issues, their involvement usually follows the identification of a problem rather than being the sole decision-maker on how to address complex issues. Similarly, peers may provide support and insights but lack the authority to make final decisions affecting someone’s position, and team leaders, while important, might not have the complete strategic perspective needed for such determinations.