A business must evolve or die. It’s as simple as that. For a business to evolve, the business owner and leaders must have the freedom and time to work on the things that will propel the organization to thrive and meet the ever-changing challenges of our times.

As well, people need to develop to address the many challenges that can arise in the short and long term as the company evolves. If people are stagnant, the organization becomes stuck.

I have long made available two documents to aid in clarifying the role of employees and to provide the proper level of authority to act and make decisions.

Now I have combined both tools in one form. The form itself is a tool that requires understanding of how to use it and action to implement it and gain the benefits.

The job description form is a tool used for multiple purposes, from writing the job posting if hiring to onboarding and developing employees.

The level of authority tool and process is designed to empower the employee to become as fully autonomous as possible. Having fully empowered employees enables the business owners and leaders to work on growth and improvement opportunities, rather than supervising employees.

The granting of power to act and make decisions should happen over time. A new employee, even one highly skilled in a specific discipline, would requires more supervision when newly hired. After some time, the person should be given more authority.

The levels of authority are:

1 – Complete authority      2 – Act and report     3 – Act only after consultation    4 – Act only after approval

To give someone complete authority you need to build trust and confidence in the decisions the employee makes. But that is the goal. Follow-up with the person is an ongoing process even after complete authority is given for all tasks and responsibilities. Follow-up provides an opportunity to discuss results and performance, train and coach and provide feedback.

I have seen companies that had highly skilled and experienced managers who had little decision-making power. I remember once meeting a director of HR at a manufacturing company. I was presenting one of my hiring tests to help them with a turnover problem.

I offered to do a test run of the tool at a reduced rate and the manager said he would need approval from the company owner. This was a company with over 200 employees and the HR manager had many years of experience at another company where I had met him previously. Yet with all his credentials, he was still at the number 4 level of authority of act after approval.

Implementation

Business owners and directors cannot or should not be on top of every decision, especially if an employee has been on board for several years. This tool enables you to meet with the employee, go over the tasks and responsibilities and agree on the levels of authority.

I just hired an associate recruiter using this new form. We met and discussed the tasks and the levels of authority that I had set. I put a number referring to the authority level at the end of each task.

My intention is to have her be at the number 1 or 2 level of authority within 90 days for all the tasks. This will require some training and coaching and regular follow-up. I am making this new form available as a blank template and as an example of my own for this new position.