Effective Delegation Tips

One of the key management by delegation concepts I support is the growth of a manager’s people.  As managers, one of our most important responsibilities is to “grow your people”” The ability of a manager and their team to execute assignments with precision and success is very dependent of the skill and knowledge of each team member.  Every time a manager finds an opportunity to provide a learning experience within a work assignment, they are one step farther to growing that employee.  The manager/executive has a tremendous opportunity to gain a stronger and better team by having a “development focus.”

Very often, in the heat and pressure of important assignments, managers lean on their proven people.  Those with the most experience are selected for important assignments.  Very normal and understandable.  That said, this overlooks the need to build bench strength.  Here are four of the best way to approach taking an employee and matching them to an assignment that will push them to find their edge…that place where they get out of their comfort zone and cause them to grow.

4 Types of Delegating Situations

There are four basic scenarios for helping the employee find their edge and grow:

  1. Basic Assignment: If the assignment will involve an opportunity for an employee and the skill,  knowledge or resources needed are available for the employee to self-learn with a reasonable probability of success,then proceed.  Make the assignment and let the employee know there is a training component to the assignment.  Set up more frequent updates of specific times for progress reports.  Communicating the added training nature of the assignment is a motivator for the employee.
  2. Assignment may require help to learn/complete: This situation is one I particularly like.  You have an opportunity to match the “learning employee” up with the “Mentor”.  Here the employee receives help and guidance as needed from a more experienced employee.  This creates a bond that can be helpful in the future. The Mentor will continue to take an interest in the employees progress and success.
  3. Assignment will require Coaching: This is usually an opportunity for the manager or supervisor to be directly involved in the training and coaching of knew skills or technical learning. The manager can guide and motivate the employee and be assured that the end learning result is achieved.
  4. Special training will be required: Where the assignment to be delegated will require a more intense and deeper learning experience, the necessary specialized training will be sought out.  The employee will be given the opportunity to advance their abilities in order to take on bigger assignments.  They will feel a sense of responsibility to learn given this special training.

The end result is the same.  The manager finds the right way to stretch the employee’s growth by putting them in a position to find their edge.  The edge is that place where the skill, knowledge and abilities of the employee run out…at the edge…and new growth and development occurs. This is the most important place for a manager to put an employee.  This is how you grow your team.  Managers who buy into this concept build great teams.  They are always increasing the teams capacity to perform by growing their people.

 

Photo / Pixabay / CC BY CCO Public Domain

About 

Michael D. Moore is the publisher of Management By Delegation and is a veteran executive with 40+ years in the Banking and Insurance Industries. A devoted entrepreneur, using his business experience to provide resources for managers and leaders at all levels. For the last 5 years, he has built a growing web presence for helping people with personal and professional development. To learn more about these advanced concepts & join our group Click here 5 Must Have Management Skills

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