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Delegation Is an Art. Here Are 9 Simple Ways to Do It Better
Steps to an effective delegation
- Always provide feedback.
- Be sure to keep an eye on things.
- Be clear about what you want your employees to do.
- Delegate the right things.
- Provide guidance when necessary.
- Give employees the authority they need to get the job done.
- Have the right attitude about delegating.
- Consider the skills and interests of your people.
- Set clear expectations.
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Steps to an effective delegation
- Always provide feedback.
- Be sure to keep an eye on things.
- Be clear about what you want your employees to do.
- Delegate the right things.
- Provide guidance when necessary.
- Give employees the authority they need to get the job done.
- Have the right attitude about delegating.
- Consider the skills and interests of your people.
- Set clear expectations.
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Ignore your inbox when you wake up
Responding to emails as soon as you receive a notification gives others the impression that you’re at their beck and call. It also prevents you from reflecting on your own priorities for...
Empty your inbox daily
- Do. If the email is actionable and takes under two minutes, then do the task ASAP.
- Delegate. Forward the right tasks to the right people.
- Defer. Reply to the message at a better time.
- Delete emails that are not important or that you can delegate.
- File. Add messages that contain information you will need to your archives.
Stop CC’ing everyone
To avoid filling the email box of staff members, only CC the relevant parties. Ask your team to respond to you individually instead of using the reply-to-all button.
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Delegation as a solution for work overload
If you work on your own, there's only a limited amount that you can do, however hard you work.
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...to determine when delegation is appropriate:
- Is there someone else who has (or can be given) the necessary information/ expertise to complete the task?
- Does the task provide an opportunity to grow and develop another person's skills?
- Is this a task that will recur, in a similar form, in the future?
- Do you have enough time to delegate the job effectively?
- Is this a task that I should delegate?
Factors to consider when delegating
- The experience, knowledge and skills of the individual as they apply to the delegated task, including the time need to provide training, if necessary
- The individual's preferred work style
- The current workload of this person: consider if the person has enough time to take on more work and how this affects other responsabilities.
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Delegation = effective management skill
Without the ability to delegate effectively, it is impossible for you to advance in management to higher positions of responsibility.
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Delegation method and staff experience
- For new and inexperienced in the job staff - use a directive delegation style (Tell exactly what you want them to do).
- For staff that has experience in the job (they know what they are doing) - use the effective, management by objectives delegation method (Tell people the end result that you want and then get out of their way).
- When the staff person is completely experienced and competent, your method of delegation in this case is simply, easy interaction.
Question to consider when before delegating
- Who can do this job instead of you?
- Who can do this job better than me?
- Who can do this job at a lower cost than me?
- Can this activity be eliminated altogether?
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