Thursday, May 15, 2014

Business leadership skills: Delegating tasks effectively to your employees!

Delegating tasks effectively to your employees can be one of the most challenging yet most rewarding jobs of a good manager. Delegation requires trust. If you know your employees, then it’s easier to trust them and delegate tasks to them. If you don’t know your employees well, then you’ll need to quickly get a sense of how dependable they are and one of the best ways to gauge this is by delegating tasks to them. Delegation can also serve as an effective employee development tool as employees gain insight and experience into tasks previously completed by management.
Business leadership skills: Delegating tasks effectively to your employees:
Delegation begins with a clear definition of what you want them to do. The amount of detail you need to provide depends on the complexity of the task as well as the capability of the employee to whom you are delegating. Be careful not to stifle creativity of your employees by over-detailing the task. They may not approach the task in the same way that you would, but you should stay focused on the results and not necessarily on the way they are completing the task. On the other hand, you don’t want your employees to waste time trying to achieve the wrong goal. So you will want to tactfully make sure the task is on track before too much effort is invested.
The key to effective delegation is good “follow-up”. Follow-up is the process of communicating with the employee to insure that progress is being made and that they are on the right track. Follow-up can take the form of formal meetings and status reports or can be accomplished by simply touching base with the employee at the water cooler. Whatever system of follow-up you choose, you should maintain some consistency and build at least a loose expectation of how often you will want status from the employee. Some employees require frequent, incremental follow-up while others can be left alone for long periods of time.
During the follow-up meetings, your employee will be expecting feedback from you regarding their progress. This provides an excellent opportunity to praise and coach the employee. If the employee is making good progress and is on track, then positive acknowledgement of their work can go a long way to motivating them to do even better. On the other hand, if the employee is not making progress or is off track, then you need to clearly communicate your expectations to the employee. If possible, you should resist the urge to take the task over yourself or assign it to someone else. Giving the employee time to succeed and coaching them to success is one of the greatest employee development exercises that you can provide. And your continued confidence in them can be a strong affirmation of your commitment to them and their value to your company.
A good manager fully utilizes his employees to accomplish maximum productivity. Effective delegation and follow-up allows a manager the time to focus on employee development, decision making and operations management that can add greatly to the bottom line of your business. Furthermore, delegation provides growth and development opportunities for your employees. By delegating tasks to your employees, you will give them greater insight into the business while building a lasting commitment based on trust.

By Tele management

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