Delegating tasks is important because the higher-level strategic planning you're responsible for takes time and energy. You won't have either of those if you're bogged down with busywork. For example, imagine you are a marketing director overseeing an email campaign to a group of customers. Before the campaign can begin, its content needs to be written, graphics need to be designed, and an email list needs to be put together.
Then the campaign must be added to email marketing software such as iContact or Mailchimp. When delegating tasks for this campaign, a good manager must send detailed instructions via email or delegation tool. Be sure to include your vision and goals in the instructions. In this example, the following staff are perfect for assisting with the campaign:. Once each member of your team has completed their assigned task, they should send it to you for review.
You then put all the pieces together and schedule the email campaign for deployment. There are three main aspects of delegating responsibility, known as the elements of delegation :.
To make it easier to manage workers and keep track of deadlines without micromanaging, you can use project management software for effective delegation. A few such programs are Asana, Basecamp and Trello. When delegating, you need to be clear with your expectations and vision for the tasks at hand. Good, clear communication that includes explicit instructions goes a long way. When sending delegation emails, try using a call to action in your subject line such as "Newsletters Proofreading Review Needed".
In the body of your email, lay out your expectations, including a deadline. Along with excellent communication and clear expectations, valuable delegation skills include providing support and following up. Always let your team know when they do a good job and thank them. You can't always assume that your subordinates know something or can figure it out. It fosters trust, boosts morale, promotes high productivity and efficiency, and generates a culture of enthusiasm, innovation, creativity, cooperation, and openness.
It will reduce employee turnover and furnish the organization with better-qualified, more skilled employees. Delegation is not just a convenient way to shuffle off simple tasks that you dislike doing. Delegation is not nominally giving someone a job and then micromanaging every stage of the project.
Delegation is providing employees with a job to do within basic parameters and giving them the authority to make their own decisions on what steps to take to achieve the objective. Offer support and training as necessary, but allow your team members a degree of autonomy and ownership if you really want to benefit.
Baker Communications offers leading edge Management Training solutions that will help you address the goals and achieve the solutions addressed in this article. For more information about how your organization can achieve immediate and lasting behavior change in managing others, click here. Management Tips: 10 Reasons to Delegate.
Home Articles. Be careful not to overload this person. Who needs to learn how to handle this responsibility? Who has the time to accept this responsibility? Who would like to have this opportunity? Get input from others. Ask for ideas about what to change, who to involve and how to define the results.
Assign the responsibility and define the time factors. What is the deadline? When will you want progress reports? Provide training and guidance. Does the person need training before assuming this responsibility? What guidance will they need to succeed? Remember to allow them freedom for independent thinking.
Define the authority level. How much power will they need? What kinds of power? Who else needs to know that this person has the authority to act? Be sure to inform them to assure cooperation with the employee. Agree about the control process. What kinds of controls are needed? How can one feel in control and still empower employees to act independently? Monitor progress. Pay attention and maintain control of the situation. Managers are still responsible for the success or failure of this person and for achieving the desired results.
Provide feedback. Stay in touch, giving plenty of positive reinforcement and coaching when needed. Identify the lessons learned.
What did the employee learn? What did you learn? Often, the person with the new responsibility will figure out better ways to get things done and such improvements need to be identified, documented and shared. You might be tempted to refrain from delegating certain tasks knowing that you can get them done faster, but be patient with your employees. Think back to the first time you completed a specific task early on in your career.
Your employees can take this feedback and make changes the next time a similar task is assigned. On the other hand, remember to provide positive feedback and show your appreciation when a task was done well. Are you interested in further improving your managerial skills?
Download our free leadership and management e-book to find out how. Also, explore our eight-week online Management Essentials course , which will provide you with real-world tools and strategies to excel in decision-making, implementation, organizational learning, and change management. How to Delegate Effectively: 9 Tips for Managers. Lauren Landry Author Staff. Delegation is a vital management skill.
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