You have most definitely heard the best way to achieve something is by doing it yourself. While this is great counsel for many spheres of life, always applying it in business could have negative results.
Project managers often handle a lot of chores. They promise prompt delivery of the products, try their best to reach success free from obstacles, and bargain with clients. Project managers under these circumstances have to prioritize activities and focus on the most important ones, therefore reducing their load by effective work distribution.
Assigning team members non-essential and monotonous tasks helps you to focus on important areas and concurrently prepare future managers.
Only someone who started multiple Fortune 500 companies, Eli Broad observes, “The inability to delegate the tasks is one of the biggest problems that I see with managers at all levels.” Moreover, the Institute of Corporate Productivity investigated and found that over 46% of companies voiced concerns about managerial delegation abilities and felt that they are quite important for production.
Managerial avoidance of the delegating process due to past bad experiences is not rare. Many managers feel their employees cannot be relied upon to operate freely and stay committed to produce adequate performance. Good methods of task distribution and responsibility enable managers to change this situation and guarantee everyone’s continued involvement.
Eight Steps to Effective Task Delegation in the Office :
Strong project management skills including task delegation are something any project manager should acquire. You have to learn tracking and task distribution techniques to another team member.
These ideas can enable you to distribute your work among the staff and increase output in your business.
1. Choose the Qualified Candidate for the Post :
Seasoned managers strike a balance between experience and employee degree of responsibility. They know everyone of their team members has different tastes and personalities. Team members assigned tasks they are interested in will most certainly perform above expectations.
2. Emphasize the Goal :
Instead of micromanaging the whole process and assigning a task, make sure you are focusing on the results you need. Said celebrated US Army General George S. Patton, “Don’t tell people how to do things, tell them what to do and let them surprise you with results.”
3. Allow Fresh Ideas to Capture Your Interest :
Naturally, over the course of the project, you, the project manager, will have last word. Still, having the staff help with some decision-making is a good habit. Value their viewpoints and be flexible enough to embrace better ideas even if they suggest a different path than the one you were considering.
4. Arm Your Employees to Make Decisions :
You have to have worked on projects where you felt your hands were constrained since you were unsure of what to do. Steer wary of presenting your employees with such a negative picture. If you provide tasks to your staff, give them enough authority to make decisions and carry out the necessary activities to satisfy your requirements.
An empowering environment is sufficient incentive for team members who encourage themselves to go beyond their call of duty.
5. Save Your System of Checks :
Decide with your staff and set up some weekly time to track team growth. Talk to them about their challenges completing the given tasks and suggestions on their future course of action.
6. Motivational Tools for Your Employees :
Clearly, driven employees will be more successful in their employment. Giving your team particular incentives will enable you as the project manager to encourage them. Periodically review your performance to find your strongest areas. One great motivator that guarantees consistency and advances good team competitiveness is recognition.
7. Shape Future Leaders :
Delegation of tasks helps your team members develop as managers and future project management professionals. Guide them and play the appropriate mentor. Even if they make mistakes, avoid degrading them and offer constructive criticism so they may develop moving ahead.
8. Learn to Say “Thanks” :
A team that feels underappreciated is nothing compared to other teams. When a member completes a project you assign, be sure you truly congratulate them and commend their outstanding effort. This will inspire your team and give them the validation required to keep giving exceptional performance.
Know When Your Team Should Get Work Assignments
In project management, good delegation does not mean you start depending on team members while letting go of every aspect of the project. Instead, it means that you help your employees to grow in confidence by providing them responsibility for a part of the project. It can be something you feel a certain member excels at or a monotonous task.
Still, you have to know where to draw the line if too much delegation produces nonsensical end output in order to preserve control. You should not worry if you are not sure whether you assign chores fairly. You are not alone either.
Questions to Evaluate Your Assertiveness
Ask yourself the following questions to help you grasp your team’s current condition on the distribution of work inside the delegation:
- Are you often logging additional hours at the office even when your employees leave home on time?
- Does your job involve many things that cannot start without you?
- Are you regularly involved in activities in which you are not particularly good?
- Are you often completing tasks that seem to be significantly below your pay scale ?
