How many of us have delegated a task and not had it turn out like we visualized or wanted? Then it’s hard to get it like we expected it to turn out. Here are some reminders that might help refresh the actions.
1) Getting started the right way: Being clear about expectations and responsibilities.
WHAT: The most important step is being specific about what the end result and success will look like. Take time to be explicit and test to see if there is agreement with the person to whom you delegate.
WHO and WHY: In these work-pressured times, with many part-time employees, it’s beneficial to let people know why you have selected them for the job. For example, “Jane (who) I have chosen you to lead the project because (why) you’ve shown great leadership of the team”.
WHEN: It’s important to have interim check points, to set tentative dates for the updates, and to agree upon an end time. This hopefully avoids any miscommunication and disappointments.
2) Create learning opportunities: Delegation is an excellent way to coach promising talent and to fulfill the need for succession planning at the same time. Choose carefully, make delegation reward for good performance, and stay involved to ensure success – but let us not micromanage.