6 levels of task delegation by Harvey Sherman
Some time ago, the topic of effective task delegation appeared on our blog. We wrote why delegating tasks and responsibilities to other people is important, what are its benefits and how to do it effectively. The purpose of cooperation with a business coach may be precisely to develop the delegation competences of managers, leaders or managers in the company. Today we write about various variants of delegating tasks in the company. Harvey Sherman has developed a system of 6 levels of task delegation. Depending on how you want to have control over the delegated task, you can choose one of the six developed levels to control the result. Each of them affects control and execution time differently and may be appropriate for a specific task or employee. Over time, you can gradually increase the level of delegation of tasks in your organization, which translates into increasing team efficiency and saving time. Please note that the following levels of delegation apply to the majority of standardly managed organizations and work organization methods. With turquoise organizations, this model looks completely different and the most common level of delegation in turquoise organizations is level six.
LEVEL 1 – do exactly as I say
At this level, you have complete control over the delegation process in your company and the outcome, but it requires more time on your part. It means clearly communicated what needs to be done. On the part of the employee, it is taking action and performing a specific task, with the delegated responsibility for them. At this level you must accept the task execution.
LEVEL 2 – Take a look at the assignment and inform me of the different variants
On the second level, you partially let the employee make a decision while giving them more trust. The person responsible for the task carries out the task and reports on possible acceptable options. You are still deciding which option to choose, so you need to spend some time reviewing the assignment.
LEVEL 3 – Consider the problem and let us know what you intend to do
You expect the delegate to provide you with clear recommendations and analysis of what would be best at the moment. It is up to you to make the final decision and agree to the action. You remain in control of the task, so you still have an influence on the final result. However, you save a little more time on the task at this level – you do not have to analyze the problem thoroughly, you only authorize the person to perform it.
LEVEL 4 – Investigate the problem but contact me before making a decision
Going one step further, on the fourth level, the delegate looks at the task and comes to you with a decision already made. You give your consent only or not, relying on the person in charge of the assignment while maintaining control. You save a lot of time and the delegate gets more space in action.
LEVEL 5 – View the problem in terms of advantages and disadvantages
The delegate is supposed to solve a given problem in terms of various parameters. It can continue to make decisions until the guidelines are met. You only spend time setting guidelines, and the delegate responsible for the task keeps you informed about the progress. You can easily spend your time on other tasks in the company.
LEVEL 6 – I present you the problem – do your best to solve it
The last level means full confidence in the employee, his skills and insights. He got full control over the task and the final result from you. Delegating tasks at this level requires accountability by the person who receives them. The delegate no longer needs contacts with the person from whom he received the task, he only works on his own resources and knowledge. Can make full decisions.