More complex goals will require the delegation to complete tasks within the larger goal. Effective managers have discussions and a method for delegating;
- the proper tasks
- to the proper person
- at the proper time
- in the proper manner
- with the proper follow-up
The essence of good delegation of task assignments (that tie back to the goal) is to stick with the following six steps.
- Be clear about what the person is to do – the “what-by-when.” Allow for honest discussions about the specifics and limits of the task.
- Set the proper context for each assigned task; Explain your (as manager) successes, problems, existing goals, complexity, and challenges. PLUS your bosses (manager once removed from the person), successes, problems, existing goals, complexity, and challenges.
- Ensure that assigned tasks enable people to work at their full-scale capacity.
- Ensure that the task monitoring system (feedback loops) operates effectively and provides useful feedback when required.
- Ensure that the formulation and assignment process reinforces the building of an open and trusting climate-meaning that the tasks are delegated to develop the person, NOT to be a “gotchya” test of competency.
*If the level of complexity of the task assignment does not fit the level of work that the person who is delegated the task a Reverse Peter Principle will occur–
Reverse Peter Principle states that within a hierarchy tasks tend to be delegated until they have descended to the employees level of incompetence.