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My Introspective

by Laurus Nobilis
My BrainCast

Performance Management

How to Delegate the Task? (I)

 

How to Delegate the Task?

 

 

What is the delegation and when it can be used? Why managers sometimes avoid delegation?

 

Posted: Jul 2009


Delegation is management style where the certain task is given to subordinate. Prerequisite for this is that the subordinate is competent and that there is a certain level of control of activity. Delegation is not the loading of subordinates with work, but simply distribution of tasks based on complexity of task and utilization of employees.

Still, some managers are avoiding delegation since they are not confident to delegate task. This can be either case of lack of confidence in subordinate's competences, or concern about task confidentiality. Very often managers do not delegate due to concern that the job will not be done well. Manager may be happier if he/she finishes the job. But in most of situation that decision does not have business justification. Simply, managers competences are higher and time is more expensive, therefore manager's capacity can be utilized in much better ways than by completing some trivial tasks. Manager can do other, more valuable tasks that can bring more benefit to the company, than by obtain routine tasks that should be the job of branch specialist.

Delegation is the process that sound very simple ( give the job to somebody else ) but still it requires a certain rules to be respected: 

  • What is the task that is delegated?

  • What is the process for case that the task is more complex?

  • What are criteria of successful task completion?

  • What is the required timeframe?

  • What method of task completion should be used?

  • What is the status tracking and job completion verification?

Delegation is the process that sound very simple ( give the job to somebody else ) but still it requires a certain rules to be respected. Delegation is not the loading of subordinates with work, but simply distribution of tasks based on complexity of task and utilization of employees.



As it is obvious from the list of criteria, the delegation is not the simple passing of task to someone else. The delegation process will not work in case that subordinate is not competent or motivated. It will not work if there is no timeframe or verification of result. Delegation is not a way of loading somebody with work, regardless of what will happen with subordinate and the task. It is the managerial technique of distribution of business activities.

A whole process of delegation should start with clear communication of task to employee with his/her acknowledgment of assigned task. By this the employee is becoming accountable for the task completion, within the specific time, by use of specified work methodology and tools. It is necessary to review the results after the job is done. If the review is being missed every time, than the employee may loose a part of his discipline.

But what if employee is not capable of doing specific task? In case that person does not have neither potential nor knowledge, it should be reassigned to other position whit appropriate level of complexity. If person has potential but lack knowledge and experience, than manager should do coaching with the employee, in order to increase his/her readiness level. The coaching may be time consuming, but is a way of development of employees. Coaching is not the waste of time and it should not be replaced with approach "It is easier to do it by myself". Simply, employee developed by systematic coaching through various business situations can be ready for his position, therefore appropriate for delegation of tasks.

 

 

 

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