TIME MANAGEMENT: TIPS FOR BETTER DELEGATING
by Harold Taylor
Don't always delegate to your most capable
employees. Use delegation to develop all your people, forming
a strong team with no weak links.
Every task you delegate should not be a simple,
boring, repetitive task. Share some of the more enjoyable tasks
with your staff members.
Let your people make a few mistakes, don't expect perfection, and don't jump on them every time
they slip up.
Encourage your staff to find better ways of
performing a task once they have mastered it.
Give credit for jobs well done; but absorb
the blame when criticized from above. Act as a buffer and provide
feedback in the form of suggestions for improvement rather than
Ask for solutions, not problems. Encourage
your staff to think for themselves by asking for their suggestions
rather than presenting them with answers to their questions.
Trust your Employees; don't oversupervise.
Initially be willing to accept less than you would have accomplished
yourself. Be prepared to trade short-term errors for long-term
Endeavor to provide as much information as
needed to perform the task. Communicate clearly your expectations,
including deadlines and type of feedback required. Don'
t rush the delegation process.
The most important requirement in motivation is to know your people.
What are their personal goals? What is important to them? You
cannot assume your employees are motivated by money, nor can you
assume they are not motivated by money. Each individual
is unique in some respects. However, they are basically goal-oriented,
whether they realize it or not. If you can help them achieve their
goals, you're likely to have motivated employees.
Find out where your people stand. Talk to them, observe them and
above all, listen to them. If their goals are compatible
with the organization, great. And if their personal goals can
be achieved through the job they are performing in the organization,
terrific! You may have to change the nature of the job, reassign
them, or even replace them. The most important factor in job motivation
is the job itself. And the job is enriched through delegation.
Select people carefully. Be aware of their needs, and delegate
which jobs provide the sense of achievement, challenge or recognition
which meet those needs. Provide sufficient extrinsic rewards such
as salary, fringe benefits, working conditions etc. so they will
not be distracted. Then help them to motivate themselves
by training them, guiding them, encouraging them, evaluating
them, helping them, and commending them. Commending reaps
greater results than commanding.
Excerpted from the best-selling book,
MAKING TIME WORK FOR YOU, by Harold L. Taylor
© 1998 by Harold L. Taylor