Principles of effective delegation of authority
Posted: Sun Dec 22, 2024 6:17 am
To ensure that delegation yields positive results, follow effective recommendations. Delegation of duties is always a conscious and considered decision, accompanied by a plan and principles:
Only the immediate supervisor can delegate . There is no need to bypass links - a higher-level employee does not have the right to delegate authority to a lower-level employee, bypassing a more competent colleague.
Observe rights and obligations . The tasks assigned to an employee must comply with his job descriptions. It is forbidden to overload employees or demand that they perform tasks not provided for in the employment contract.
Responsibility for completing tasks lies with both the whatsapp number australia manager and the subordinate. The junior employee is responsible for the involvement and quality of execution, and the manager is responsible for the correct control of intermediate and final results.
Regular reporting . To maintain discipline, it is necessary to conduct regular checks and prepare reports, especially when there are tight deadlines. For example, if you need to prepare documents for suppliers, make a clear action plan. Without it, you may find yourself without necessary materials at the very last minute.
Case: VT-metall
Find out how we reduced the cost of attracting an application by 13 times for a metalworking company in Moscow
Find out how
Step-by-step delegation of authority
Step 1: Study the problem yourself
Create a brief or technical task. Consider what difficulties your trusted person may face. Determine how often you want and can evaluate intermediate results.
Step 2: Find the right professional
This person should not only have the necessary knowledge and skills. It is important that he is not overloaded with work and is genuinely interested in the tasks you are going to assign him. A good choice would be an employee who has already had experience in a similar field.
Step 3: Explain the task in detail
Start by defining the end goal and clearly formulate the requirements for the result.
Step 4. Discuss all the nuances, including non-obvious aspects
The main conditions include:
task deadline/deadline;
control stages to check intermediate results against your expectations;
resources at the disposal of the performer;
a general plan of action or, conversely, detailed instructions for implementation;
contact details of necessary and useful people;
samples of completed work / standard forms;
degree of autonomy, demand for a creative approach.
Step 5: Clarify the options to the person and get their consent
A professional will be more interested if he understands how it will benefit him personally: for example, it may help in improving his skills, career advancement or informal recognition. It is also important to make sure that he is ready to accept responsibility.
Step 6: Listen to others' thoughts
When you have chosen the right person, they will not just sit there and wait for your instructions. Instead, the individual will ask questions and offer their own vision of the solution, which may be unusual for you. Be open to new ideas and be supportive.
Step 7: Give the employee the power to make decisions
Clearly indicate in what situations and under what conditions he can expect colleagues to complete tasks. Also indicate the possible risks and consequences of failure, while emphasizing your readiness to intervene in time and provide assistance.
Step 8: Provide support
Detach yourself from what is happening - do not manage, but watch closely. If for some reason the task becomes more complex, join the process - offer your help or advice.
Step-by-step delegation of authority
Source: shutterstock.com
Moreover, do not agree immediately if the employee tries to return the project with some excuses (“I can’t cope without you”, “They don’t pay attention to me”, etc.).
Step 9: Provide Feedback
Discuss with your colleague what they did well, the reasons for it, and areas where they could have done differently. Find out if they were interested in working on the task.
Step 10. Support
It's not always possible to offer a bonus or hand out a certificate — and not every task requires it. If you haven't announced anything in advance, recognize the employee publicly, such as at a team meeting.
Recommended articles on this topic:
Marketer's KPI - Key Indicators and Accurate Calculation
Marketing Tips: How to Show That Your Product is the Best
How to get contacts from a client: the most effective methods
6 Tips for Delegating Authority
An American speaker, specialist in the psychology of success and business efficiency, has developed several golden rules for delegating authority.
Distribute tasks according to the competence of employees . If you have an experienced specialist in front of you, assign him complex tasks, for average-level performers choose simpler tasks. Find something for everyone according to his abilities.
Delegate gradually . Don't overload the employee with too many tasks at once.
Assign responsibility for completing the task . It should not be that the newbie works on the task, and someone else bears responsibility for it. The opposite approach increases motivation and self-confidence. After all, if not him, then who?
Clearly state the expected outcome . Make sure you are understood correctly.
Discuss the work together . Don't avoid communicating with your team, this is an important aspect of delegation.
However, do not overdo it with control . Do not demand constant reports. Let the employee feel responsible. If questions arise, he will always be able to ask for clarification.
What problems can you encounter i
Only the immediate supervisor can delegate . There is no need to bypass links - a higher-level employee does not have the right to delegate authority to a lower-level employee, bypassing a more competent colleague.
Observe rights and obligations . The tasks assigned to an employee must comply with his job descriptions. It is forbidden to overload employees or demand that they perform tasks not provided for in the employment contract.
Responsibility for completing tasks lies with both the whatsapp number australia manager and the subordinate. The junior employee is responsible for the involvement and quality of execution, and the manager is responsible for the correct control of intermediate and final results.
Regular reporting . To maintain discipline, it is necessary to conduct regular checks and prepare reports, especially when there are tight deadlines. For example, if you need to prepare documents for suppliers, make a clear action plan. Without it, you may find yourself without necessary materials at the very last minute.
Case: VT-metall
Find out how we reduced the cost of attracting an application by 13 times for a metalworking company in Moscow
Find out how
Step-by-step delegation of authority
Step 1: Study the problem yourself
Create a brief or technical task. Consider what difficulties your trusted person may face. Determine how often you want and can evaluate intermediate results.
Step 2: Find the right professional
This person should not only have the necessary knowledge and skills. It is important that he is not overloaded with work and is genuinely interested in the tasks you are going to assign him. A good choice would be an employee who has already had experience in a similar field.
Step 3: Explain the task in detail
Start by defining the end goal and clearly formulate the requirements for the result.
Step 4. Discuss all the nuances, including non-obvious aspects
The main conditions include:
task deadline/deadline;
control stages to check intermediate results against your expectations;
resources at the disposal of the performer;
a general plan of action or, conversely, detailed instructions for implementation;
contact details of necessary and useful people;
samples of completed work / standard forms;
degree of autonomy, demand for a creative approach.
Step 5: Clarify the options to the person and get their consent
A professional will be more interested if he understands how it will benefit him personally: for example, it may help in improving his skills, career advancement or informal recognition. It is also important to make sure that he is ready to accept responsibility.
Step 6: Listen to others' thoughts
When you have chosen the right person, they will not just sit there and wait for your instructions. Instead, the individual will ask questions and offer their own vision of the solution, which may be unusual for you. Be open to new ideas and be supportive.
Step 7: Give the employee the power to make decisions
Clearly indicate in what situations and under what conditions he can expect colleagues to complete tasks. Also indicate the possible risks and consequences of failure, while emphasizing your readiness to intervene in time and provide assistance.
Step 8: Provide support
Detach yourself from what is happening - do not manage, but watch closely. If for some reason the task becomes more complex, join the process - offer your help or advice.
Step-by-step delegation of authority
Source: shutterstock.com
Moreover, do not agree immediately if the employee tries to return the project with some excuses (“I can’t cope without you”, “They don’t pay attention to me”, etc.).
Step 9: Provide Feedback
Discuss with your colleague what they did well, the reasons for it, and areas where they could have done differently. Find out if they were interested in working on the task.
Step 10. Support
It's not always possible to offer a bonus or hand out a certificate — and not every task requires it. If you haven't announced anything in advance, recognize the employee publicly, such as at a team meeting.
Recommended articles on this topic:
Marketer's KPI - Key Indicators and Accurate Calculation
Marketing Tips: How to Show That Your Product is the Best
How to get contacts from a client: the most effective methods
6 Tips for Delegating Authority
An American speaker, specialist in the psychology of success and business efficiency, has developed several golden rules for delegating authority.
Distribute tasks according to the competence of employees . If you have an experienced specialist in front of you, assign him complex tasks, for average-level performers choose simpler tasks. Find something for everyone according to his abilities.
Delegate gradually . Don't overload the employee with too many tasks at once.
Assign responsibility for completing the task . It should not be that the newbie works on the task, and someone else bears responsibility for it. The opposite approach increases motivation and self-confidence. After all, if not him, then who?
Clearly state the expected outcome . Make sure you are understood correctly.
Discuss the work together . Don't avoid communicating with your team, this is an important aspect of delegation.
However, do not overdo it with control . Do not demand constant reports. Let the employee feel responsible. If questions arise, he will always be able to ask for clarification.
What problems can you encounter i