6 Steps for Delegating Responsibilities in Your Business
Delegation can be scary, at least at first. When you put everything into starting your own business, it isn’t always easy to let go of the reins. But as with anything else, the more you do it, the less scary it gets. When you delegate, you’re putting your trust in another individual. If that individual fails, you’re ultimately responsible — regardless of whom you give the task to. When you delegate tasks, you don’t automatically abdicate your responsibility for their successful completion.
As a part of this process, you need to understand your employees’ strengths and weaknesses. For example, you probably aren’t going to delegate a huge task to someone who has been on the job for only a few days. As with any other task that you perform as a manager, you have to work at delegating — and keep working at it. Ultimately, delegation benefits both workers and managers when you do it correctly.
Follow these six steps for effectively delegating:
Communicate the task.
Describe exactly what you want done, when you want it done, and what end results you expect. Ask for any questions your employee might have.
Furnish context for the task.
Explain why the task needs to be done, its importance in the overall scheme of things, and possible complications that may arise during its performance.
Agree on the standards you plan to use to measure the success of a task’s completion. Make these standards realistic and attainable.
You must grant employees the authority to complete the task without constant roadblocks or standoffs with other employees.
Determine the resources necessary for your employee to complete the task, and then provide them. Successfully completing a task may require money, training, or the ability to check with you about progress or obstacles as they arise.
Make sure your employee has accepted the assignment. Confirm your expectations and your employee’s understanding of and commitment to completing the task.