Set reminders for yourself to follow up occasionally and ensure the task's timely, effective completion. How to Delegate Start by specifying the outcome you desire to the people you trust to deliver it. Your submission has been received! You have earned your position in the company because you have the skills and the experience to execute the work successfully. Over time, the additional stress and hours of work will take a toll on your health, both professionally and physically. Oops! Establish authority and respect. Define the desired outcome. Finding the right person for the job is not an easy task. As part of the letting-go process, start developing a priority system … The last tip on how to effectively delegate tasks to employees is the importance of giving constant feedback. Not everything can be delegated. Powered by Hourly, Backed by A Rated Carriers. You also have two interns who could potentially handle the work--one has great people skills and the other is a fantastic writer. That being said, there's a difference between micromanaging and simply following up. Choosing the right tasks to delegate. 4. Delegate the whole task to one person.. 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. Of all the delegation skills you can master as an effective leader, how you actually delegate tasks to your employees is one of the most important. After you’ve found the perfect person for the job, you still … But how, exactly, do you delegate work to employees? Depending on the size of the task you're delegating and the type of person you're delegating to, it could be helpful to have a face-to-face meeting to go over expectations and any questions your coworker might have. The ability to delegate is one of the hallmarks of a successful leader. A payroll platform that works as hard as you do. Specify tasks properly and don’t hand them over at the last minute. Construct a timeline. 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. These stretch assignments often produce at least as much learning and growth as a training class or seminar would. It also helps with time management.. Authority and respect are also important when dealing with your peers in a delegation scenario. Establish a clear set of objectives for each task. Delegate it to someone who prefers collaborating. 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. To delegate work to an employee doesn't mean simply to assign work to an employee that he does daily. If you're overwhelmed with work, preserve your department's efficiency with these seven delegation strategies: 1. In a work setting, delegation typically means the transfer of responsibility for a task from a manager to a subordinate. Delegating is about working as a team. Maybe you’re protective of your work, you love performing a certain task, or you worry about your team’s capabilities. 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. Ask: 'What is the result I want accomplished?' 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. You must present yourself as a respectable authority in the workplace, and not someone just trying to pass off work, and you must also let your coworkers know that you respect and appreciate their willingness to help. For example, as a business owner, you would probably want to continue to manage important tasks like business strategy, meeting with your legal team, or interviewing new high-level employees (like a VP of Marketing). And how can you ensure that your delegation process is an efficient and effective one—both for yourself and your employees? Like with the task objectives, it's a good idea to send out an email recap that reiterates each phase of the timeline. Be sure to select dates that are reasonable enough that they can be achieved, but aggressive enough that they inspire your workers to keep the task top-of-mind. If you feel like nothing can be delegated, try breaking down your tasks into what skills they require--take a look at the tasks that require the fewest skills, and consider training someone else to handle them. 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. 7. Benefits of Delegation. When working with employees or interns, it's important to set a tone of authority, and that you expect them to work as instructed. Doing so can proactively protect against the possibility of miscommunication or a failed execution of the task. 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. You know what tasks you want to delegate. Track time and location in real time for your employees. Even within your department, your coworkers all have unique skillsets, unique preferences, and unique talents. It will be up … If you're the best person in the office at the relatively monotonous task of assembling hard drives, but you've got an important presentation you need to prepare for, it's O.K. Employees complain when they share that they are extremely interested in more responsible work and taking on new challenges, and the manager just gives the … It’s about giving them more responsibility and trusting them to take on more within your company. If you’ve been managing a task or responsibility on your own, it can be hard to let it go. When your workforce runs like a well-oiled machine where every individual plays a crucial role, company culture will skyrocket. Assigning routine work is quite different from delegating work. And now that you know exactly how to delegate work to your employees, you’re armed with everything you need to delegate your way to success—success for yourself, success for your business, and success for your employees. But if you want delegation to enable you to get more done in your business—and encourage growth in your employees—letting go of that control and trusting your team to complete their tasks is a must. Delegate tasks based on skill and experience. Choosing the right tasks is an important part of effective delegation—but so is delegating those tasks to the right people. If you’re still apprehensive about delegation, start small and ease yourself into it. Some leaders see their role as an opportunity to shed the responsibility for the boring tasks on their list and dish them out to their team. 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. To delegate effectively in your work with others, there are six steps that you can take. Some CEOs/owners don’t want to show employees the big picture. 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 … 2. Bottom line? If you neglect any one of these steps, you run the risk of miscommunication, misunderstandings, demoralization and poor performance. When working with a large group of people, it's important to set the tone for your position in the relationship. Select the person. Avoid “upward delegation,” the temptation for the employee to shift responsibility for the task back to you. Authority. Delegate a mixture of tasks to ensure fairness to you and your staff. Keep in mind what your employee’s opportunities are, and work in double checks/coaching around these (don’t just delegate … 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. Probably not. But do you really have to be the person posting on social media or answering customer emails? 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. 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. 1. Sometimes, you need a little help to get everything done on time. First, let me say that micromanagement is not advisable. The biggest benefit arising out of delegation is that it frees up a manager’s … In a previous article I explained how to determine what to delegate and also the difference between assigning a task and delegating. Delegation is one of the best management tools for increasing employee morale, job satisfaction, trust between team members and manager, and the company’s bottom line. Micromanaging isn’t an effective management tool—and it’s not helpful to you, your employees, or your business. 6. How to Delegate Work to Your Team Without Being Annoying As a manager, one of the best ways to prepare your staff for future assignments is to delegate tasks that will (kindly) force them to stretch outside of their comfort zones. When passing work sideways a friendly note is always appreciated. Keep up to date with progress, and focus on results rather than procedures. That’s Hourly. It may be difficult for you at first, especially if it feels like none of your tasks can be delegated, but eventually you'll find a rhythm. See how Touch of Stone got the big picture to price future jobs better. Ask them to brainstorm delegation strategies geared towards improving day-to-day operations and have them run their ideas by you before they mobilize their plans. to give the task to an intern. If an employee is not familiar with some aspects of the work, offer some training to prepare them for the task. Timelines keep people focused, and hold all members of the group accountable. It's also important to set a tone of respect, so they understand they are being relied on and appreciated. Be specific with the task you are delegating. When passing work upwards, add your own thoughts and recommendations. Some leaders don’t want to explain too much, out of busy-ness. As a result, there will be some tasks and projects that you'll have to tackle on your own, but there should also be a set of tasks on your plate that someone else can handle. That’s where delegation comes in. 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. The point is, if you want to drive your desired results with delegation, the tasks you choose are important—so make sure you’re putting thought into which tasks you’re delegating. Delegating effectively is an important skill to develop, especially as you move up the corporate ladder, so the sooner you start putting it into practice, the better. Match the Person to the Job Sometimes, your workload is simply too much for one sane person to bear, and you need a little help to get everything done on time. If you aren't sure who to delegate the task to, present the task to a group of your coworkers, and openly ask who might be the best to handle it. Ask how effective you were in setting expectations, and if your timelines were reasonable. Following up occasionally, especially for long-term tasks, gives you insight into progress, and gives your employee the opportunity to bring up any questions or obstacles that have arisen in the process. The point is, delegating isn’t about telling your employees to do something for you. Something went wrong while submitting the form. Is This Something I Should Do? One of the hardest parts of delegating is letting go of control. If you need to delegate a task that is going to require a lot of collaboration to complete, don’t delegate it to someone who very strongly prefers working alone. No matter what type of task you're delegating, make sure to take the time to clarify all objectives for the task. If you're overloaded with work, you won't be able to do your work as effectively, and if you're constantly stressed, you're more likely to become sick or develop chronic ailments. Volunteers. Before you start delegating, make sure you’re delegating tasks to the employees who are best equipped to manage those tasks—otherwise, you’re setting yourself up for disappointment (both for yourself and for your employee). A delegation habit is one of the keys to leadership success. While there are many responsibilities that are appropriate to share, there are others that the company expects you alone to undertake. Knowing how to delegate effectively means striking a balance between allowing employees leeway to develop new skills and monitoring work to ensure quality. Teach Others to Delegate. Thank you! Making good use of those unique working personalities will result in more overall efficiency. One disadvantage of delegating to employees is giving up control over tasks that should be under your direct charge. You know which employees you want to delegate those tasks to. Explaining the why means you have to step back and show your employees the big picture. No matter what, it's also a good idea to send a follow-up email, so all your expectations and task objectives are referenceable and in writing. No matter what type of task you're delegating, … Find out how S-G-Electric got 15 mins more productivity from each worker every day. Successful delegation is partially a result of successful relationship management, and relationships take the commitment of multiple people. Ask them if they were comfortable executing the task, and if you've given them all the information they needed. Delegating to the right person. If you're overwhelmed with work, preserve your department's efficiency with these seven delegation strategies. This gives the person complete responsibility for doing the task and... 2. In some cases, this will be extremely simple (such as "enter this set of data into this spreadsheet"), but in other cases, you'll have several simultaneous goals. If everybody in the company had those skills, your position wouldn't be unique. Once you have this information, you should have a better idea about how you performed as a delegator, and you can use this information to make delegation easier and more effective in the future. Identifying the right tasks for delegation starts with looking at the tasks you’re currently managing yourself and figuring out which tasks actually need your involvement—and which can easily be managed by other members of your team. Establish controls, identify limits to the work and provide sufficient support, but resist upward delegation. Learn how Izzy’s Brooklyn Bagels got their time back. As a business owner, chances are, you typically wear a lot of hats. Ask for possible volunteers if you have equally eligible employees for delegating the task. Play to your coworker's strengths. 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. 5. Sometimes, it’s just a matter of figuring out a way to find more … Run payroll, track time and save on workers’ comp. Part of being a good leader is understanding your employees’ strengths, weaknesses, and preferences. Work together with your coworker to establish a mutually agreed-upon timeline, from the beginning of the task's delegation to its final execution. Don’t stop asking your employees to do tasks when needed, just recognize that’s not real delegating. Some professionals fear delegation because it means relying on an outside party to execute quality work, but if you surround yourself with reliable workers, you'll never have to worry about things being done right. Track time automatically, reduce payroll errors, increase productivity. Establish a firm priority system. Delegate Work That is Interesting. However, sometimes an employee will volunteer to take on an expanded role. Examples include conducting performance and salary reviews as well as training, reprimanding and terminating employees. Actually passing those tasks on to your team. This is especially useful for tasks that don't have a strict deadline, or complicated tasks that will encounter several milestones before being completed. In addition, when you delegate tasks that have to do with highl… free up your time to focus on growing your business, delegate a somewhat tedious data entry project. Delegation specific work is totally at the discretion of the concerned manager. So, the first step to successful delegation? Once you’ve identified tasks that can be transferred … But if you want to grow your business, delegation is essential. It's clear which task should go to which intern because this is a cut-and-dry example. For cascading impact, take the time to teach others how to successfully delegate tasks to their subordinates. In addition to identifying tasks to delegate that you don’t need to be managing, you can also identify tasks to delegate to specific team members that might help support their career growth. It also gives your team the ability to expand their skill set, learn new things, and get better at their job. The more your employees don’t understand something, the more work, you (owner/CEO) have to do. 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 … As such, you should check in regularly and provide feedback. Assigning work is allocating the normal routine job which he has to do, as it is a part of his duty. The next step in the delegation process? Most of your tasks won't align themselves as conveniently, but the principle is still the same. When it comes to delegating tasks, the tasks you choose to delegate will play a huge part in whether you get the desired outcome—or you just end up frustrating yourself and your team. 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. Select the right person to delegate to.. Your delivery when you delegate a task is what’s going to make them feel respected, valued, and appreciated (or not). 3. You can even offer constructive criticism when it’s appropriate. For example, let’s say you have to delegate a somewhat tedious data entry project to one of your employees. The idea is that you don’t want to just “dump” this on the employee…your intention should be around development. Delegate with authority to your employees, but with respect for your employees’ talents. For example, let's imagine you have two tasks you want to delegate--one requires making phone calls to a client and one requires writing up a proposal. What’s the best process to follow? 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. Why the task needs to be done, when it … If you have a technology-related task to delegate, you’re going to want to delegate it to one of your more tech-savvy employees—not the team member who is still getting up to speed on Word or Excel. Now, you don’t need to be completely hands off; if you’re delegating a task to someone for the first time or your employee needs to learn new skills in order to complete the task, scheduling a follow up to check in, see how they’re doing, and make sure they have enough time and resources to finish the delegated tasks is fine. Use follow-up tasks to keep your workers on point. After delegating your tasks, follow up with your coworkers to learn from the situation. The decision to delegate is usually made by the manager. Identify key opportunities for delegation. Establish a clear set of objectives for each task. How to Delegate the Right Way. Forward work that could be done more efficiently elsewhere. Entrust and empower. Bear in mind that successful delegation is a result of various things – a good working relationship, proper people management, and commitment to excellence. Use a feedback loop to make future delegation easier. Sometimes, efficiency isn't about shifting priorities or working on things in a different order. How to Delegate for Growth and Performance of Your Employees 1. Being able to effectively delegate to your team is part of being a great leader. Tell and Sell to Get the Member Buy-In. When employees are involved in important projects, they work harder. Be Specific. Part of being an effective delegator is being able to determine which types of tasks are suitable for delegation, and which types are not. 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