When done right, delegating tasks to
staff can increase productivity within the organisation while offering
opportunities for employees to further develop new knowledge and skills. However,
inappropriately delegating tasks to unsuitable employees can be both
time-consuming and ineffective. Here are a few tips to improve the delegation
process:
Assess and pick the
right employee
Successful delegating requires an understanding of your
employee’s capabilities and their readiness to accept more responsibilities.
Ensure that the requirements of the task are aligned with your employees’
abilities and interests.
Include employees in
the delegation process
Collaborating with employees during the delegation
and decision-making process can encourage them to commit to the decisions made.
Discuss with your employee what the task involves, how it should be done, and
the reasons why it needs to be done.
Clearly define the
outcomes of the task
To ensure that the employee completes the task
effectively, you should outline the objectives and standards for the task. By
having a clear understanding of what is required, employees have better
opportunities to be creative in finding ways to complete the delegated tasks.
Articulate performance
outcomes
Ensure that employees understand the importance of the delegated
work and the outcomes of completing the task for both you and the employee. Understanding
the rewards and consequences of completing the delegated task can act as an
incentive for employees to effectively and efficiently complete it.
Have employees
recommend solutions when there are problems arising from the task
By
encouraging employees to find solutions, this prevents any prospect of upward
delegation (i.e., employees turning to you to solve every problem they
encounter when completing the delegated task). In addition, it encourages
employees to be more creative and innovative in solving problems.
Whilst effective delegating requires time, it is worth the
effort. By delegating effectively, you will provide opportunities for your
staff to engage in important and challenging work while at the same time
clearing your schedule to work on more important projects. Over time you will notice less 'operational' questions or a reliance on your decisions, and a pick up of when things should be completed by and what quality is acceptable.
Need assistance managing your leaders?
Psych Press has several options available, such as quick and cost effective online assessment, face to face coaching to identify which performance areas need development, and working with the strengths and weaknesses of the individual to form a long term plan of how your workers can better meet organisational goals through effective delegation.
http://www.psychpress.com.au/psychometric/talent-develop.asp?development-coaching
Yeah, I had never 
That amazes me to hear that. Not that I don’t think it’s accurate–plenty of employers/employees have trust issues; however, I never would have guessed it was in the 50% range. Consider this: if you think someone is not being trustworthy (or “worthy of trust”), then how much effort are you going to give to help them succeed? Not much, I wouldn’t think.
