Nothing makes the modern enterprise function more than delegation. It’s the first tenet of management: delegate. Pass down work to your direct reports; they pass down work to theirs. Eventually the work arrives, in theory, at the perfect balance of efficiency – the least costly person to do the work while still delivering a reasonable quality of work.
The guiding principle many management textbooks, courses, coaches, and seminars teach is the 80% rule. If your direct report can accomplish the same task 80% as well as you, delegate it to them.
Mathematically, however, consider the implications of this strategy. In a small, flat organization, losing 20% of the efficiency or effectiveness in an assigned task may not be a big deal. Consider, though, what happens when an organization ends up delegating through multiple layers of management. A second layer of 80% rules reduces the original task’s efficiency and effectiveness to 64%. A third layer of hierarchy reduces that to 51.2%.
I once worked at AT&T; at the time, the organization had levels, grades assigned to each employee. Directors were level E; managers were level D, and junior staff were grades C, B, A, AA, and AAA.
Consider what happens to a task’s efficiency at the 80% rule if you pass it through 7 levels of corporate hierarchy. By the time a task reaches a person at AAA grade, 26.21% efficiency/effectiveness remains.
The antidote, of course, to continual degrading of efficiency and effectiveness is to do it yourself. Doing it yourself contradicts delegation. You can’t do it yourself all the time, or even part of the time. By definition, a task which we can delegate takes up time we could be using for doing what we do best.
That said, very occasionally doing something yourself is a good thing. It removes the layers of delegation and degraded efficiency to showcase to your team how you’d like something to be done. Perhaps along the way down the corporate ladder your instructions were lost in translation. Perhaps in the great game of corporate telephone, your exceptionally efficient, effective way to do a task was lost in favor of significantly less efficient methods.
Occasionally, rarely doing it yourself allows you as a manager, as a leader, to show and share the level of quality and efficiency you expect. It’s also possible – and in some organizations, likely – that others have made improvements to your process you did not foresee. By doing it yourself in collaboration with your team, you may find new ways of looking at old problems and together, defining your new best practice.
Continue to delegate, as delegation is how we scale. But once in a blue moon, do it yourself. You might make some astonishing discoveries, and you’ll help your team grow their capabilities at every level of your organization.
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