Solid line reporting
In a business organization, especially in a matrix management structure, the relationship between an employee and his/her direct supervisor or leader can be classified as solid-line reporting (also called direct reporting) or dotted-line reporting (also called indirect reporting). The use of "solid-line" versus "dotted-line" is based on the visual representation of the organizational structure in an organizational chart.
Solid-line (direct) reporting
Solid-line reporting is a direct reporting relationship between a supervisor and a subordinate employee. The supervisor provides primary guidance to the employee, controls the major financial resources the employee relies on to perform his/her work, conducts performance reviews with the subordinate, and provides all other direct supervision. An employee who has a supervisor to whom he or she reports directly may be called a direct report.[1]
Dotted-Line (indirect) reporting
Dotted-line reporting describes a relationship between an employee and a secondary supervisor/leader that provides additional oversight and guidance to the employee in the execution of his/her work. The intent of the dotted-line relationship is to ensure that the dotted-line supervisor/leader has the authority to provide some level of influence and leadership over the employee, including goal-setting.
The dotted-line supervisor/leader will provide input regarding the employee’s performance to the solid-line supervisor for inclusion in the employee’s annual performance review.
References
- Neilson, G. and Wulf, J., "How Many Direct Reports?", Harvard Business Review, April 2012 issue, accessed 28 January 2021
Sources
- The Synergy of One: Creating High-Performing Sustainable Organizations ... - Michael J. Dreikorn
- Designing Your Organization: Using the STAR Model to Solve 5 Critical Design ... - Amy Kates, Jay R. Galbraith