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The Art of Management by Delegation
2005-04-01
Do you sometimes wonder why employees don't take more responsibility for their work and question why employees drop every detail of every project in your lap seeking your approval before they act?
While there are guidelines to follow when delegating effectively, the art of delegating, is in fact an Art form since, like all forms of artistic expression, the end result is truly an individual expression of one's self.
So maybe the problem doesn't lie with employees, but rather yourself as the Manager/Supervisor.
The following are some guidelines to follow when delegating:
| | | Stress Results Not Details
Employees must understand that you're more concerned with the final outcome of all projects (for example, is the project on target to meet its objective, within budget and when expected) rather than the day-to-day details. | | | Don't Solve Employee's Problems
Teach employees how to solve problems themselves rather than the other way around. Granted this will take longer in the short term, but will pay true dividends over the long term. | | | Turn the Question(s) Around
If an employee does approach you with a problem turn the question back to the employee and ask them for a range of possible solutions together with a recommended course of action to address the problem.
Measure Objectives
Make absolutely sure that the objectives of the project or assignment are clear to all employees. Question them to demonstrate their understanding. With a clear understanding of the objectives, employees will feel much more comfortable acting on their own.
Develop Reporting Systems
There are many ways to receive feedback on how well a project is proceeding. Choose a system that employee's are familiar and comfortable with and fits in with the way the company operates. Don't make them too demanding or technical unless the project calls for it. Monthly reports, statistical data or samplings or weekly meetings with employees are some formats to consider.
Establish Strict and Realistic Deadlines
Unless employees are given clear deadlines they won't feel accountable for the completion of their tasks. Seeking input from employees when setting deadlines will also gain commitment from them since they had input into it. Deadlines must also be strictly adhered to (except in extenuating circumstances) otherwise they will have no meaning.
Record and Monitor the Tasks You Delegate
By keeping a record of all the assignments you delegate will enable you to monitor the assignments progress, intervene if and when appropriate and reward and recognize as required. Monitoring will also enable you to discipline employees if necessary.
Know Your Talent Pool
To delegate effectively, one needs to know the talent and personality of their employees. You have to know what projects each employee can handle and what projects they can't. For example, has the employee successfully managed a project in the past, do they have the requisite skill sets and/or training. Naturally, as an employee successfully manages a project they can be tasked to assume responsibility for bigger more complex projects.
By following these simple guidelines and adopting your own artistic expression one can expect to see a vast improvement in the way that projects are managed!
If anyone has ideas for future articles or human resource issues you would like to see covered in this column please contact me at the address below. Source: The Manager's Intelligence Report. |
Contact:
 | Paul R. Hawn, President, Hawn & Associates Inc. | | Suite 507, 421 Bay Street, Sault Ste. Marie, ON P6A 1X3 | | info@Hawn.ca | | http://www.Hawn.ca |
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