Example of delegating functions in a company
Learning to delegate requires building a cohesive and effective team that can meet deadlines. In addition, knowing when and how to delegate work will reduce your workload, which will improve your well-being at work and increase your job satisfaction. Unfortunately, many leaders are unsure of how to delegate properly or are hesitant to do so.
An effective leader knows how to delegate. When you delegate some of your work, you free up your time and get more done on a daily basis. Effective delegation also promotes productivity within a team, leveraging the existing skills of its members and allowing them to develop new knowledge and competencies along the way. The result is a more flexible team that can share roles when the need arises.
Delegation is not about sending orders and waiting for your staff to do it. A manager’s job is to get the best out of those under his or her supervision and, in doing so, maximize productivity and profits.
Delegating activities in a work team
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Delegation builds trust, generates credibility within the team and reduces the stress of the manager’s workload. It creates unnecessary bottlenecks for the manager to be the person who understands everything in the team and how to do everything. If you can relinquish some of those areas and empower the team to take on different projects, you will have a positive impact.
Often, the biggest obstacle to effective delegation is the manager’s inability to let someone else do something they think they could do themselves. Be willing to acknowledge that you may have some issues with delegation that could be challenging for you.
When you figure out how to delegate tasks, take some time to figure out what you are asking your employees to do. Be very clear about what you are delegating. Many times, the reason we don’t delegate is because we are confused about what you really need to do, or we haven’t thought it through.
Effective delegation is a way to empower the team, so they also need to understand why they are doing it. You want to motivate the person, appeal to their mastery. They need to feel that they have what they need to do this for themselves and that they are doing it with a purpose.
What to delegate and what not to delegate
The art of management (administration) is the ability to delegate work through other people and not only doing the work by oneself. The task of the manager is to be able to think, analyze information, organize, plan, make strategic decisions. Delegating is an absolutely necessary action, because the manager “should not obey the work, but rather the work should obey him”.
Top management often tends to delegate a minimum of authority, arguing that the competence of the staff is insufficient or because of a lack of reliability. Minimal delegation leads to overburdening the manager with current problems. As for the stereotype: “it is easier to do it yourself than to explain”, in fact, explaining to staff and monitoring implementation takes longer than independent execution of the task, but only at the initial stage. With the growing experience of delegating work, staff acquire the necessary skills and quickly reach the level where it is already easier for them to do it.