I’ve been reading articles about how to successfully delegate tasks and came across this article. I thought I’d share with you some highlights.
Sometimes, efficiency isn’t about shifting priorities or working on things in a different order. Sometimes, your workload is simply too much for one sane person to bear, and you need a little help to get everything done on time. Over time, the additional stress and hours of work will take a toll on your health, both professionally and physically. If you’re overloaded with work, you won’t be able to do your work as effectively, and if you’re constantly stressed, you’re more likely to become sick or develop chronic ailments.
If you’re overwhelmed with work, preserve your department’s efficiency with these seven delegation strategies:
1. Identify key opportunities for delegation. Not everything can be delegated. Part of being an effective delegator is being able to determine which types of tasks are suitable for delegation, and which types are not. It may be difficult for you at first, especially if it feels like none of your tasks can be delegated, but eventually, you’ll find a rhythm. If you feel like nothing can be delegated, try breaking down your tasks into what skills they require–take a look at the tasks that require the fewest skills, and consider training someone else to handle them.
2. Establish a clear set of objectives for each task. No matter what type of task you’re delegating, make sure to take the time to clarify all objectives for the task. Doing so can proactively protect against the possibility of miscommunication or a failed execution of the task. In some cases, this will be extremely simple (such as “enter this set of data into this spreadsheet”), but in other cases, you’ll have several simultaneous goals.
3. Play to your coworker’s strengths. Within every department, employees all have unique skillsets, unique preferences, and unique talents. Making good use of those unique working personalities will result in more overall efficiency. For example, let’s imagine you have two tasks you want to delegate–one requires making phone calls to a client and one requires writing up a proposal. You also have two interns who could potentially handle the work–one has great people skills and the other is a fantastic writer.
It’s clear which task should go to which intern because this is a cut-and-dry example. Most of your tasks won’t align themselves as conveniently, but the principle is still the same. If you aren’t sure who to delegate the task to, present the task to a group of your coworkers, and openly ask who might be the best to handle it.
4. Construct a timeline. Timelines keep people focused, and hold all members of the group accountable. This is especially useful for tasks that don’t have a strict deadline or complicated tasks that will encounter several milestones before being completed. Work together with your coworker to establish a mutually agreed-upon timeline, from the beginning of the task’s delegation to its final execution.
5. Use follow-up tasks to keep your workers on point. First, let me say that micromanagement is not advisable. Delegating a task, only to nitpick every detail and every choice your coworker makes while executing that task, will only frustrate your employee and make you busier than you would have been had you just tackled the task yourself.
That being said, there’s a difference between micromanaging and simply following up. Following up occasionally, especially for long-term tasks, gives you insight into progress, and gives your employees the opportunity to bring up any questions or obstacles that have arisen in the process. Set reminders for yourself to follow up occasionally and ensure the task’s timely, effective completion.
Check out the whole article here and feel free to share your thoughts with me. If you would like to discuss the topic further, you can call me on 0488 548 854 or shoot me an email at email@example.com.