For some of us, delegation of work, responsibilities and rights of other people especially hard. Often, the owner knows how each aspect of the business. Delegation means that others can make decisions that involve expenditure of money the owner or general manager. In fact, when a lot of responsibilities focused on the control, it means that the business does not work as effectively as we would like. The number of errors is also reduced to a minimum when there is a fresh look from the side.
At a minimum, you need to delegate sufficient authority to ensure that the work to assistants, taking the lead, were able to keep the business in action even in the absence of leadership.
How to control those who bear the responsibility and authority, and how to train them in self-improvement? How important is it to allow the competent assistants used in your own style, rather than insisting on the need to act your methods?
Let others take care of the details. This is, in general, and it makes sense to delegate work and responsibility. In theory, the same principles for the operation of the business through other people use, no matter where there are a few employees and a senior assistant and where there is a large personnel and several managers. That is to apply these principles in practice, it may be more difficult.
Delegating more often studied in practice. Some insist on controlling every nuance and rarely set aside time to enjoy the fruits of their labor. Other in words how would adhere to this idea, but in a business operated by one person. They give their mates a lot of responsibility, but almost never grant.
When an employee is required to consult for each to decide not, it the very meaning of the delegation. In fact, it may slightly complicate the idea in general. Not only do you have to make a decision, while not being available to date information on daily business activities. While your coworker or manager, on the other hand, may know this information.
However, you should know exactly how far you allow another person to make decisions that directly or indirectly related to the cost of business?
There’s no simple answer. Sometimes, as an owner or manager, you have to act in the same manner as you would yourself. Sometimes the answer involves trial and error. It is also possible that you prefer first to approve the decisions taken by an employee with a certain authority. On the other hand, a manager or an assistant can not make a decision that he made without your approval. That is why the existence of open communication is so important. When possible people who delegated authority should have direct access to you for questions and advice. They must always be aware of their role in the company, and specific problem. They should have a good understanding of the rules and regulations of the company, as well as your opinion on how the business should operate.
You should also make sure that the owners, other managers, employees, partners and customers know what level of authority granted to a person.
Whom to delegate
Employees who are you going to delegate responsibility and authority should be competent in technical fields for which are involved. In addition, a person who holds an important position of manager must be able to plan, manage and coordinate the work of others.
A manager should possess three qualities, these include: the initiative, interest and imagination. Head of Department must have sufficient initiative to support things in motion. Managers do not have to say, for example, that he was convinced that his employees come to work on time.
The manager must understand the company, its policies, the target audience, the owners of the product, and employees. An employee in a similar position should respect those who worked with him and those who buy products from the company. This person should be confident in your abilities and persistent in solving problems and, if necessary, to discuss the issues with the authorities. The manager must know and observe the proper management structure that exists in the company.
And do not forget about the personal characteristics. A key manager must have the strength to overcome the resistance, if necessary, and should be friendly, accessible, so you’ll enjoy working with the same level and in subjection.
Stipulate the degree of delegation
Competent employees want to know why and for whom they are being held accountable. Make sure that the responsibilities and authorities, at least in general terms, set out to managers and other employees. In this way, you reduce the chance of confusion, mistakes, and resistance.
With responsibility comes the ability to control. When managing others, you accept responsibility for the maintenance of control, which is accomplished through the establishment of subordinate liability for their actions, as well as test results.
Strive for balance
Not need to control every movement of the manager, but should not be very remote. Feedback is needed. Keep yourself informed. Written reports, regular meetings and informal checks by phone, email or in person, will provide an appropriate level of feedback at the right time. We need to clearly know what the feedback form you use, what kind of information is needed in this case, when and how often you need to cook it.
Delegation does not end with the establishment of good control. It also requires an element of training as the ability to drive is not automatically acquired, especially for employees who do not have such experience. You have to teach it, and to do it according to how you want your business to function.
It is equally important to make sure that you are providing managers with the facts necessary to make informed decisions.
Make sure your manager is fully aware of what you’d expect. Sometimes your words are not enough to accurately reflect your thoughts, and not every study with the same pace and using similar methods. Ask questions that show how much they understood what was discussed, and make sure that they are free to appeal to you for clarification.
First of all, listen. Often we are very involved in what we say and hardly listen to the other person. But man, in order that he could improve, it is important to explain the reasons for learning.
Involve personnel in the work
Stand back and look at the effect of the delegation. To delegate work, you must provide your managers to do things their own way. Do not judge your assistants to the extent that they are doing some work in the way you do it. Should be evaluated before their results, not methods.
No two people are exactly alike react in certain situations. Be prepared to see people take actions that may differ from your own. Of course, when the assistant is too away from the adopted policy of the company, you need to get it back.
Also keep in mind that when you second guess your assistants, you run the risk of reducing their self confidence. However, when the results prove its effectiveness, it is best to avoid the oversight of every move he makes.