by Suzanne Driscoll
Managers often complain they have too much work, yet many of their employees believe that they themselves are underused and aren’t given opportunities to learn new skills. So it’s a good idea to ask yourself, “Am Ienough work?”
“A good leader has to make an effort to identify the talents and skills of his or her people and trust them with assignments, accountability and responsibilities,” says Luis Martinez, founder of Gran Altura, aconsulting company. “If you micromanage, no matter how much you are paying them, they will eventually leave.” Here’s how to master the art of delegating:
1. Set realistic expectations. Everything will not be perfect on the first try, so allow plenty of time for do-overs. Create realistic time frames for completion.
2. Provide complete training. Put procedures in writing, and go over everything step by step. Run practice drills.
3. Admit there are different ways to accomplish a task. Many times an employee will come up with a unique way of doing something that never crossed your mind. If the result is the same or better, go with it!
4. Don’t just pass off work you hate. One of the main objectives of delegating is to develop an employee’s skills. Include a challenge along with tedious tasks.
5. Check on progress occasionally. Don’t wait until the assignment is due to start reviewing how things are coming along. If something is being done incorrectly, catch it early in the process.
6. Provide affirmation. Acknowledge accomplishments and convey how much you appreciate the person’s work.