Decide what to delegate
Select a task that is relatively simple to accomplish but can put employees on the learning curve. Then, stipulate the expected outcomes. This will improve employees’ skills and achieve desired goals. However, it is essential that employees know how much freedom they have to make their own decisions and how much direction they will need from their managers.
Decide to whom to delegate
It is imperative to delegate tasks to employees who are willing and capable of responding adequately. Ideally, managers find it easy to delegate tasks to trained employees with previous experience. However, managers occasionally delegate tasks to inexperienced employees as well. With training, managers can teach employees how to perform certain delegated tasks.
Explain the purpose of the delegation
Often, employees need to know why tasks have been delegated. Therefore, managers need to clearly explain why tasks need delegating and the expected outcomes. Managers should also clarify any constraints that may bind tasks and set any deadlines. Employees need to know if tasks’ outcomes will be reviewed and if any training is available.
Many managers decide not to delegate, despite obvious advantages. They like to involuntarily exercise authority and control and try to solve problems by themselves rather than reassigning them to other people in the organization. Managers may not like to delegate tasks for many reasons. By displaying power, some managers feel they are in control. They do not rely on others to complete tasks because they want the final say. Or, they want employees to rely on them. Moreover, some managers cannot trust others. They cannot be satisfied, no matter how hard their employees may work to accomplish tasks. They may also find fault with their employees’ work and experience. They may even react harshly if employees make small mistakes. Some managers feel more confident doing lower-level tasks that they know they can handle. As a result, they do not delegate work due to the sheer simplicity of the tasks.
In many situations, overloaded employees do not wish to take any further work, which makes the prospect of delegating tasks grim. Moreover, some managers evade confrontations with employees by avoiding delegation. They feel that it will take too long to explain tasks to employees or that the employees will be unable to complete delegated tasks on time. Lastly, some managers like to earn the maximum credit for tasks. Consequently, organizations suffer due to poor understanding of delegation or managers’ inabilities to delegate tasks.
As a management tool, delegating can skillfully improve the quality and amount of work done within an organization. Delegating can thoroughly improve managerial skills and help manage heavy workloads. Moreover, delegation can help managers with their career endeavors.
