Some managers are reluctant to delegate to their employees because they believe that with this process they lose control over the company. In the past it was common to hear: “If you want work to go well, do it yourself”. However, successful new managers are clear that the solution is to delegate to their teams for the best results. As a manager, one of the ways to improve team management is to delegate tasks that force employees to leave their comfort zones and prepare them for possible future challenges.

Sometimes the manager has tasks that do not really correspond to his level of responsibility or area of ​​knowledge. We speak of efficiency when the leader gives the responsibility of a task to the person of his team with more knowledge on the subject. A good leader is not one who is fully responsible for all the work, but one who knows how to delegate to the person most in line with each task. It also improves the focus, since having delegated the corresponding tasks in the team, the CEO can dedicate his efforts to priority tasks in addition to avoiding a constant swipe between tasks.

Great global CEOs like Richard Branson argue for the importance of delegating teams to improve productivity. However, you have to learn to assign tasks correctly, but the experience can give negative results and cause the manager’s mistrust to repeat the process.

5 Steps to Delegate as a Super-CEO in Your Company
Steps to learn how to delegate

1. Choose well when delegating
Knowing your team well is a fundamental step in order to delegate correctly. Each of your employees has different competencies, so a prior learning process is necessary. A poor choice in the assignment of tasks can cause a great loss of productivity for the company, so as CEO you must know if the person in question is able to develop the job.

The best profile can be selected through three issues; The skills of the employee, his style of work and the volume of work with which he is at that moment.

2. Define and supervise the process
When the CEO delegates a task can not be totally unconcerned. Although it is true that transferring tasks unloads the workload of the manager, he must supervise the process, know what state it is in and whether there are obstacles that are hindering the expected progress.

The employee must be given some independence and autonomy, but always with a guided process. Also, it is imperative that when assigning the task the objectives of this task, as well as the various factors that may influence it, are made clear; The time they have to spend, the money they can spend, the equipment they can count on, and the tools and resources they can use.

3. Make deadlines
As we have seen in the previous point, it is important that the task is supervised by the manager. One of the fundamental aspects in this monitoring is the establishment of deadlines that delimit the delivery periods of the project.

Whether it is a short-term or a long-term project, an essential aspect for the task to be carried out in the most effective way is a dead-line schedule where the employee is clear about the deadlines. This will not only help the manager to have greater control over the status of the task, but also allow the employee to have a reference of time to stick with and organize their work.

 

 

4. Show yourself available
Occasionally, the employee may feel blocked with assigned tasks. You may face this type of work for the first time and do not know what steps to take to get it right.

At the time of assigning the task to the employee, the manager must show his help and explain how to go to him if necessary and how best to do so. It is also important to provide the employee with different tools and resources to help him or her develop the job. This support will give the employee sufficient confidence to meet this new challenge and, in addition, strengthen the relationship between the two.

5. Make a final balance of the project
Once the task is completed, a good CEO should take time to take stock of the work with the employee. Knowing what obstacles have been encountered, whether the process has been stimulating or if you have detected something to improve are some of the issues the leader should ask. This information can be obtained through a One on One meeting and the information obtained must be taken into account when delegating future work. The employee should also be informed of the results of the task, whether positive or negative. Delegating tasks is one of the best ways to train our team, so the more feed-back is able to generate the manager, the better results can be obtained in future jobs.

Delegating tasks are preparing the team to face future situations increasingly complex and out of their daily routine. This show of confidence will increase the motivation of the team, strengthen the relationship between the manager and the employee and transfer to the team a workload impossible to cover only the CEO. Delegating is a process of mutual benefit that, performed correctly, will bring great benefits to the company.

Remember that we have a free Project Manager so you can optimize your teamwork.

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