Managers are evaluated on their ability to achieve goals. The foundation of EVERYTHING within your team returns to the manager’s ability to plan how to achieve these goals.
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.