Her knowledge, understanding and expertise in training people to be better managers is simply amazing. Leaving all biases out of the selection of the employee is paramount because this task an be seen as a perk. There is no doubt that delegation does increase the risk of a task not being done properly. It was a pleasure to work with Sally Foley-Lewis on a project where Sally organised over 120 attendees for a training seminar with four speakers. Delegation gives you an opportunity to develop your team. Take time to explain why they were chosen for the job, what's expected from them during the project, the goals you have for the project, all timelines and deadlines and the resources on which they can draw. Be reluctant to relinquish any part of the work If you enjoy your work so much that you are unwilling to let any of it go, then bear in mind that others are likely to enjoy taking on part of it.
Article shared by : After reading this article you will learn about the barriers to delegation of authority and ways to overcome it. When work is delegated appropriately, managers can meet the goals of the organization in a manner that is efficient and effective. When done right, delegation means increased productivity and progress for everyone on your team. There are several key steps you as a manager can use to delegate assignments. You also need to consider to whom you will delegate the task and how you will do it.
Degree of centralisation or decentralisation: Efficient delegation is affected by the degree to which organisation distributes the decision-making power to various organisational units. At the same time, only 28 percent of those companies offered any training on the topic. This can be a sensitive point. Here, in a nutshell are the most important things you should consider before handing over a task or project. Then, communicate that to your team.
They may be overwhelmed by their new responsibilities and, as a result, they regress to the familiar security and routine of the work they did before they became managers. Time must be available for adequate training, for questions and answers, for opportunities to check progress, and for rework if that is necessary. Once the decision to delegate has been made, and the subordinate has been selected, it will be important for the supervisors to to check back with the employee periodically to offer any support or guidance needed. When the staff are too worried or anxious about speaking up for fear of negative repercussions loss of job, embarrassment, punishment then efforts to hide mistakes will most likely happen. Supervisors often assess their staff for their strengths and weaknesses to determine the best person to perform the delegated task. A key to getting more out of delegation is to delegate cool tasks. One of the most common ways of overcoming this limitation is to learn how to delegate your work to other people.
Update the project log daily with completed assignments. There is no shame in asking for assistance. Outline all the necessary steps and information the employee needs. When delegating, tasks that should be considered first include: routine tasks where progress is measurable, tasks that can be planned clearly well in advance and tasks that one of your team has expressed a genuine interest in taking on. Let cooler heads prevail by truly examining the nature of the work, and who on the team has the ability to be successful at performing it. Wrong selection of delegates can put the organisational operations to halt.
. Such managers are usually autocratic in nature. Do you want to develop your Management Smarts? The people who are closest to the work are best suited for the task, because they have the most intimate knowledge of the detail of everyday work. Otherwise, different people will have different ideas about who does what when. No precedent of delegation: Merely because organisations have not earlier been following the practice of delegation sometimes makes them continue with the practice of not delegating the jobs. On some occasions work is likely to land on your desk that is clearly the responsibility of some other section or individual.
Communication with that employee becomes crucial because it offers another opportunity to display the faith that entrusted the employee with the delegated responsibility. This is a good reason to continue to get weekly, written status reports from the person. Size of the organisation: A small-sized organisation will not have too many jobs to delegate to subordinates. As mentioned above, every employee in the workplace has a valuable contribution to make toward reaching the goals of the workplace. Major deviations should be spotted by managers and minor deviations should be corrected by the subordinates themselves. Not everything we do is necessary. How Is It Different than Work Directing? Any supervisor who thinks that they can is foolish because it takes the contribution of everyone on the team for an organization to be successful.
But constantly saddling your most dependable employees with time-consuming tasks will only invite resentment and accusations of favoritism. They give the employee the opportunity to learn new skills and gain confidence, and they give the manager time to focus on other important tasks. This is why delegation is such an important skill, and is one that you absolutely have to learn! Clearly specify your preferred results. Time costs so the drawback may be that the organisation could experience a small dip in productivity while delegation is being implemented. Delegation should be done to achieve specific results. Someone else will do a better job and take the credit This indicates an individual who is jealous of the achievements of their subordinates. Empower them to decide what tasks are to be delegated to them and when.
Scan down the blog's page to see various posts. Give information on what, why, when, who and where. When a manager delegates the right projects, tasks and challenges to the right employees and maintains an open channel of support and if need be guidance and direction , the manager is demonstrating a belief in the team to do the work. However there will also be many tasks that can be delegated, either fully, partially, permanently or temporarily. Are you keeping things for yourself that really ought to be shared with others? Delegation involves giving someone else the responsibility to perform a task that is actually part of your own job. Nobody else can actually help This is a sign of poor leadership.