Despite these unconditional advantages, it is impossible to simply entrust another person with work. Delegation involves creating a certain system of work in the team: tracking stages, reporting, control, etc.
Principles of Effective Delegation
For many managers, this can be quite a risky step, because they are sure that no one can do this task better than them. It can often come to the point that senior managers resolve insignificant issues. To overcome this obstacle, you must first understand the purpose of delegation and remember that it is extremely necessary for the further development of the company.
Once this stage is overcome, you can move on to the next one. Delegation can be divided into several important components.
Determining what will be delegated
Effective delegation begins with defining responsibilities. How do you do this? You can make a list of what you are responsible for, and from there, select those items that you can delegate to another employee.
Selecting the person who will perform the task
To do this, it is necessary to determine what exactly the work will consist of, what nuances it has and, based on this, select an employee whose skills will meet the requirements.
Clarifying desired results
When the results are clear, it allows the employee to use his own abilities and resources to complete the task. An additional benefit of effective delegation is that the person can find a better and more productive way to complete the task or achieve the desired results. The employee must understand the essence of the work, what its purpose is, what its results should be.
A clearly formulated task
Define the employee’s responsibilities and authority related to the delegated task. Clearly describe the expectations, responsibilities, and deadlines. Be sure to ask the employee if everything is clear.
CONTROL
Follow-up meetings should focus on two things – telemarketing data monitoring progress and identifying any assistance needed. The number of follow-up meetings will vary depending on the size of the task or project.
Algorithm for delegating any task
- Selecting a task to delegate
- Selecting the employee who will receive the task
- Formulation of the task
- Clear definition of goals and results
- Feedback – questions and suggestions from the employee
- Clarification of intermediate deadlines and final date for submission of work
- Explain what the employee’s responsibilities are and what is not.
- Interim meetings and monitoring of work progress
- Evaluation of results and employee incentives
- How to control execution
The process does not stop with the task being set. The leader or manager who delegates the work to another employee must follow through with the process. Thus, it is necessary to make sure that the person who has taken on additional responsibility has all the necessary information, knows who to contact for help and what to do if everything does not go according to plan.
Control can be based on determining the dates of interim meetings and summing up the work done. In this case, the manager will be able to give his comments, and the subordinate will see that the project is important, get a new share of motivation and continue working based on the feedback from the superior.
The frequency of suc h meetings depends on the
Eemployee’s experience and their workload with other projects. It is better to discuss the deadline issue with them from the start, so as not to create an unpleasant situation when someone does not have time for something and the entire work dating data structure instantly collapses. However, you should not arrange meetings too often, the employee must be able to organize his own working time and understand what responsibility is assigned to him.
Many online task management programs and applications are suitable for describing tasks and monitoring their implementation: Asana, Trello, Basecamp, Notion.
Delegation is not a simple process. Its work scheme should be constantly analyzed and changed if at some stage everything goes wrong. 3 steps to understand and prevent a data breach Therefore, try to critically look at your previous experience of delegation and, taking it into account, create your own algorithm of actions based on our advice.
