The control that managers have over the delegated task actually starts before it is delegated. Knowing who would be best assigned the task and the ability to communicate the job at hand are as important as the staff member’s ability to understand what is to be achieved. This in itself can be crucial to success.

The article “Leadership and the Fine Art of Delegation” covered many of the reasons for a manager to delegate, nonetheless bacause having effective teams ultimately delivers progress across the corporation. This article also talks about delegating tasks Yet before delegating any task it is necessary to think about:

  • Identifying the person or team capable of delivering

  • Communicate your needs clearly; and

  • Have the person responsible repeat back their understanding of the task at hand.

Obtaining the employees understanding of the task is as important as the manager telling them what to do in clear language. Each aspect listed here is important in attaining a common understanding of the task and priorities at hand. When the tasks are assigned is really the only time available for question of what, why, how, when, where etc. You want your very best people to be working on this task, as you do with every task. So it is important to develop your staff in order that they provide the best possible results all of the time.

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A task on the surface may seem simple enough yet when getting to the details is when complications arise. this is why it is important to develop an ability to monitor the results and track the progress. The management of objectives includes the following:

  • Establishing and communicating strategic objectives

  • Developing plans, setting procedures, and issuing assignments

  • Setting specific, measurable, objectives for the work that needs to be completed, and

  • Documenting results in order to measure performance

Key to having the ability to measure performance is is the ability to be able to take corrective action before something goes completely off track. Where there are obstacles preventing successful completion it is essential to understand the impact and either seek to work around the problem or ensure that it is removed altogether. Failure may be a good learning strategy, but managers can rarely afford for this to happen, particularly in the current economic climate.

Leaders combined with their particular teams tend to be best performing whilst working relationships within the group are strong. Preparing a plan provides the direction towards which the leader as well as their team can move. The planning approach requires is setting up targets and desired goals as well as setting up plans together with schedules to finish them. The process causes leaders to take a look further than their day-to-day activity and contemplating what they want to take place in the future. Involving staff members in the process will, hopefully, inspire their loyalty.

Sometimes all the manager needs is a two-minute update on progress on a daily basis to ensure that everything is on target, yet I find one of the most effective solutions is to tell the team to walk into your office any time they encounter a problem. Often a problem shared is a problem halved, and usually a workaround or and alternative approach can be identified. Spending twenty minutes assessing an obstacle is better than hiding problems and causing delays.

The other consideration is always to “the client” the person for whom the work is managed. Communication goes both ways from the manager to their team, but also to their counterpart in the business that needs to see the results. Each time you delegate any task yeu have to await someone else to complete the work. The real art of delegation is about letting go and ensuring that you give others adequate information to get the task completed. This is one of the reasons you are being paid the big-bucks!