Is This Something I Should Do? You hired your team because you trusted in their intelligence and skills—so, if you’re going to delegate a task or responsibility, trust them to get it done. Sometimes, efficiency isn't about shifting priorities or working on things in a different order. Keep in mind what your employee’s opportunities are, and work in double checks/coaching around these (don’t just delegate … Entrust and empower. Being able to effectively delegate to your team is part of being a great leader. Some CEOs/owners don’t want to show employees the big picture. To delegate work to an employee doesn't mean simply to assign work to an employee that he does daily. This is particularly useful for learning the strengths and preferences of your coworkers over time. Part of being an effective delegator is being able to determine which types of tasks are suitable for delegation, and which types are not. If you send them an email with a quick description of what you want and sign off with “get this done by Friday,” it’s going to be received completely differently than if you sat down with your employee face-to-face, explained the project and why it’s important, and asked them if it’s something they feel comfortable taking on. Being able to effectively delegate to trusted members of your team is one of the most important management skills to develop as a business owner; it allows you to offload specific tasks to your team, which can free up your time to focus on growing your business. Select the person. Delegating to the right person. For example, if you have administrative tasks to delegate, you’re going to want to delegate those tasks to someone who is organized—not an employee who constantly has papers scattered haphazardly all over their desk. Part of being a good leader is understanding your employees’ strengths, weaknesses, and preferences. Keep up to date with progress, and focus on results rather than procedures. But the entire reason you’re delegating tasks is to get things off your plate and free up some of your time and energy to focus on more important issues in your business—and if you’re spending that time and energy hovering over your employees’ shoulders to make sure they’re doing their work correctly, it kind of defeats the point. Construct a timeline. As such, you should check in regularly and provide feedback. Delegating a task, only to nitpick every detail and every choice your coworker makes while executing that task, will only frustrate your coworker and make you busier than you would have been had you just tackled the task yourself. Micromanaging isn’t an effective management tool—and it’s not helpful to you, your employees, or your business. And how can you ensure that your delegation process is an efficient and effective one—both for yourself and your employees? So, the first step to successful delegation? Knowing how to delegate effectively means striking a balance between allowing employees leeway to develop new skills and monitoring work to ensure quality. Ask for possible volunteers if you have equally eligible employees for delegating the task. Run payroll, track time and save on workers’ comp. It’s about giving them more responsibility and trusting them to take on more within your company. Delegating work is essential to the successful growth of any organization and thus it is imperative for leaders and managers to learn to delegate properly. This is especially useful for tasks that don't have a strict deadline, or complicated tasks that will encounter several milestones before being completed. Your delivery will go a long way in how your delegation request is received, how your employee feels about the new task or responsibility, and how successful they’ll be in completing it. It also helps with time management.. One of the hardest parts of delegating is letting go of control. Maybe you’re protective of your work, you love performing a certain task, or you worry about your team’s capabilities. Establish a firm priority system. Establish controls, identify limits to the work and provide sufficient support, but resist upward delegation. Teach Others to Delegate. Not all tasks and responsibilities are created equal—and if you delegate responsibilities or tasks to someone that isn’t suited to tackle them, you’re not going to get the desired results. Like with the task objectives, it's a good idea to send out an email recap that reiterates each phase of the timeline. Probably not. You have earned your position in the company because you have the skills and the experience to execute the work successfully. That’s Hourly. The more your employees don’t understand something, the more work, you (owner/CEO) have to do. Track time automatically, reduce payroll errors, increase productivity. Why the task needs to be done, when it … Examples include conducting performance and salary reviews as well as training, reprimanding and terminating employees. Timelines keep people focused, and hold all members of the group accountable. The biggest benefit arising out of delegation is that it frees up a manager’s … How to Delegate the Right Way. It can feel like you’re trying to do a million different things at once—and with so many tasks and responsibilities on your plate, it can be easy for things to fall through the cracks. Even if you are the best at doing the work you plan to delegate, realize that delegating work allows you to do other things with your time. Points To Focus On When Answering Questions About How You Delegate Tasks To Employees Make sure that you are able to convey to the interviewer why you think that delegating tasks … Instead, use the strength of your department's own resources--such as partners, subordinates, or interns--to evenly distribute the workflow and get the best results for your company. Entrust is a key word in delegating: It means that you care about the results of what you delegate, and you’re willing to provide the support needed to help the employee … Specify tasks properly and don’t hand them over at the last minute. In a work setting, delegation typically means the transfer of responsibility for a task from a manager to a subordinate. Establish a clear set of objectives for each task. See how Touch of Stone got the big picture to price future jobs better. One disadvantage of delegating to employees is giving up control over tasks that should be under your direct charge. If everybody in the company had those skills, your position wouldn't be unique. For example, if you’re currently managing your marketing strategy and implementation—but have an employee who is interested in moving into a marketing management role—you might consider delegating some marketing-related tasks to them. You also have two interns who could potentially handle the work--one has great people skills and the other is a fantastic writer. Thank you! Sometimes, it’s just a matter of figuring out a way to find more … When you delegate a task to one of your employees, you want to empower them with any information, training, or support necessary to successfully manage the task—and then you want to step back and give them the space to get it done. If you’re still apprehensive about delegation, start small and ease yourself into it. And physically your position would n't be unique, track time automatically reduce. 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