In practice, delegating tasks to employees turns out to be very difficult for many managers. On the one hand, they complain about too many responsibilities, and on the other hand, they are unable to share them. This is largely due to the lack of trust in employees, as well as the belief that they can do it better and faster. They prefer to devote their own time to working overtime than to settle the employee for the task performed. Or maybe they just don’t know how to properly approach delegation? Find out what delegation is and learn about 13 practical tips on this topic.
Task Delegation – How Is It Different from Giving Orders?
Delegating tasks, as opposed to giving orders, is not just about delegating responsibilities to other people. It is also based on the sharing of powers and responsibility for their execution. In a way, it involves a certain transfer of authority to the employee over the performance of a given task and the ability to make independent decisions. The manager is no longer directly involved in the performance of the task, and the employee has the chance to demonstrate their ingenuity and skills.
The manager must trust the employee and fully entrust him with the work on the sentence, and not give ready-made orders and instructions. Nor can he expect the employee to complete the task exactly as he imagined himself to do. Then the so-called apparent delegation, turning the task into a regular order in which all stages are planned and determined in advance by the manager. Unfortunately, this would not make the employee feel self-reliant and responsible, nor would it create additional motivation to work. Therefore, the manager does not interfere too much in the tasks that have been delegated. He only: communicates with his employees, supervises their work, provides appropriate tools, asks about progress or emerging problems, provides support and good advice, monitors the time frame, and assesses the effects of implementation.
Delegating Tasks – What Matters Should Not Concern?
Delegating tasks and powers should not cover trivial matters that the manager or superior does not want to do on his own. Rather, it should concern cyclical activities or those related to large projects. However, it cannot cover extremely important and difficult matters or strategic matters that require the personal commitment of the superior. As well as emergency, emergency, risky and confidential matters.
Delegating Tasks and Powers – Practical Advice
Find out about 13 practical tips that you need to remember when you want to delegate opinions to your employees!
Delegating Tasks – 13 Practical Tips
- Delegate as fast as you can
Don’t wait with assigning tasks, don’t keep them in your head or a drawer. If you only see that you can delegate a task, immediately pass it on to your employees. The sooner they are informed about the necessity to perform a task, the sooner they will start carrying it out. Even if they are currently working on something else, they will be able to better plan and organize their next duties.
- Present A Clear Purpose for The Assignment
Make the employee aware of the intentions of the entrusted activities and their superior meaning. Let them know the main purpose of their work and what it should aim at.
- Take Care of The Right Message
Be clear, specific, and understandable when delegating an assignment. Don’t use phrases like “could you …” or “would you have time to do this and that …”. Delegating tasks is not asking others to do certain things. You must clearly order the task and define the time of its completion. Use words that will strengthen your message and emphasize the importance of the task. Be consistent and demanding and at the same time nice and polite. Keep a proper tone of voice.
- Check That the Employee Understood the Task
After handing the task over to the employee, check that he has understood it correctly. Maybe your instructions were not as clear and specific as you thought? Ideally, ask the employee to repeat in his own words what he is supposed to work on. Thanks to this, you will avoid misunderstandings and communication errors.
- Modify the Time Frame
If the task is to be completed on Friday, hand over to your employees to do it on Tuesday. This will give you a few extra days to check the task and make corrections. You will avoid additional stress and a situation in which the task is not completed on time.
- Delegate as Appropriate
And also: knowledge, experience, predisposition, and abilities of the employee. Throwing an employee into deep water is not always a good move. It is better to avoid unnecessary risk, tension, or mistakes and entrust the employee with a task as best he can.
- Increase Your Motivation and Commitment
Tell the employee how important and important the task you entrust him is, and promise a bonus or an additional bonus for its completion. Additionally, you can reward employees who are exceptionally involved in their work.
- Remember About Employee Development
Delegating tasks is the perfect way to develop an employee! Let him prove himself and solve the task on his own. Let him show creativity, obtain the necessary information, and expand his competencies.
- Trust the Employee
Try to trust the employee and believe in his good intentions. Let him decide and plan the task himself. Don’t cross out his ideas and solutions in advance. Remember that you delegated this task to HIM, not to yourself; –)
- Determine How and How Often to Monitor the Task
By delegating a task, you give the employee a lot of confidence and freedom, but it does not release you from controlling the progress of his work on an ongoing basis. Tell him how and how often you will check and evaluate what he is doing. Thanks to this, you will maintain control over the quality and deadlines, and you will additionally motivate the employee.
- Provide the Necessary Tools and Information
Provide the employee with all the most important information about the specifics of a given task, and make sure that they do not run out of appropriate resources and tools to perform it.
- Offer Your Support
Let the employee know that he can count on you in the event of any difficulties or problems that arise. This will minimize his stress before performing new and important duties.
- Celebrate the Employee’s Success
After verifying and completing the task, be sure to provide the employee with accurate feedback about it. Get help from payday loans Las Vegas and enjoyed it more. If he managed to complete the task successfully, be sure to thank him and reward him for his efforts. Make him feel appreciated and proud of his work.
The Benefits of Delegating Tasks
By delegating tasks, managers can better focus on the most important tasks in the company and move away from secondary issues and gain more time. They gain the ability to achieve goals by working with others. Employees improve their competencies, knowledge, skills, commitment, and self-confidence increase. All of this improves overall productivity and results.