“How do you create more time?”I get asked that question all the time. Well, when it comes
to business one trick is learning how to delegate effectively. The key word
there is effectively. Delegating is not simply dropping your work on your
unqualified assistant. There is actually a precise art when it comes to
delegating. And of course, I’m going to explain that art in this post!
- What?
What exactly are you going to
delegate and whom are you going to delegate to? You can’t delegate every
project. So you must determine which project can be handled by someone else on
your team and won’t suffer as a result. I’d start by picking the project that
generates the least amount of profit and comes with little risk.
- Determine
Results
After you’ve decided on the task
you’d like to delegate to someone else on your team, ask yourself what results
you want from this task. It’s important to have a clear understanding of what
your goals are before you assign the task to someone else.
- Who?
Once you’ve determined what project
or task you’re going to delegate, take a mental inventory of your staff. Ask
yourself, “Which skills are needed to complete this task?” “Who on my staff has
these skills?”
- Assign
and Explain
Now that you know who you’re going
to assign the task to and what results you want, it’s time to actually assign
the task! When assigning the project, make sure to be super clear. Clearly
explain what your staff member’s responsibilities are. Also explain what the
task is and how your staff member can be successful in completing it. Once
you’ve explained, ask your staff member to explain the task back to you. The
worst mistakes are made when there is a miscommunication. Prepare and you won’t
fall victim to this.
- Give a
Deadline
Give your employee a deadline.
Explain to them what results you expect to see by a certain date. You can
follow up a few days before the deadline to make sure the date you gave wasn’t
unrealistic. But most importantly, stick to the deadline!
- Follow-Up
You’ll want to check in with your
employee via meetings or informal reports. The reason for follow-up is not only
to make sure they’re on track, but also to see if they need any assistance. You
want the lines of communication to be clear. And you want to make sure your
employee knows that you are here to assist him/her if need be, and that they
can be honest with you. If they fell threatened by you, they’ll hide things
from you, and eventually you’ll lose control of the task.
- Beware
of Micromanaging
If you’re going to micromanage,
don’t even waste your time assign the task. You must find the balance of
trusting your employee yet still being available if they need help. If you
don’t trust your employee, you should have one!
Good luck, and make sure to use
your extra time efficiently!
