Not enough hours in the day? Delegation in management is a powerful management skill. Find out how to delegate effectively and reduce your workload with the Delegation Essentials Free Trail Course.
What Not to Delegate
The more you can successfully delegate, the more you will improve productivity. Because the way to rise above your role is to prove that you can take on new responsibilities. But there are some items that you MUST NOT Delegate:
Personal Requests
Your boss or other superior sometimes give you direct requests because of your specific expertise or because they require a high level of service.
This doesn't leave much room for learning experience and the superior may be expecting a high, personal level of service.
Exceptions: Routine work, that is simply a matter for you to pass on to the best employee for the job.
Crisis Situations
Crises should have your close personal involvement to be managed fast and effectively to prevent them from escalating out of control.
Exceptions: You have someone on your team who is better placed to deal with the crises than you are (for example a crisis manager)
Disciplinary Actions
Disciplining is a primary function of any managerial position, especially when it comes to taking actions such as demoting, suspension or termination. By offloading the unpleasant task of discipline to another, you also run the risk of losing the respect of your team, as it may appear that you are trying to avoid the situation.
Giving Performance Communication
Performance Communication is a primary function of being a manager. You are responsible for the performance of your team. This is why you must deliver feedback personally.
Providing feedback directly and in person, eliminates the possibility that your true meaning is lost when your message is filtered through a third party.
Being a manager means you must do the duties of a manager. If you don't take personal responsibility for giving feedback you will lose the respect of the team. Giving feedback is a subtle way of establishing your authority as a manager. Giving feedback is how you show your employees that they and what they do is important to you.
One-on-One Meetings
Remember, the purpose of one-on-ones is to build functioning relationships with each of your direct reports. And to get to know each other better. That’s something that only you can do personally!
One on One meetings are where you take care of most of your management duties in one go and so this is why you need to attend personally
Exceptions: When you are away for an extended time period and have a stand in manager (although they will not do everything that you do in one on one meetings such as they will not talk about long term career prospects.
Super-User Tip: 3 Steps 2 Easy One on Ones is a quick, online course that will show you how to have great one on one meetings with staff that get things done.
Conclusion:
As a manager it's not always easy to "let go" of tasks. But, "If you want something done right, do it yourself," is not a sustainable business model. If so, then you may need to brush up your delegation skills! Even "Super You" needs help and support. There is no shame in asking for assistance. Push aside the pride and show respect for the talent others can bring to the table. Find out proven. easy-to-implement and practical action steps for effective delegation with the Delegation Essentials Free Trail Course.
Comments:
Do you have any questions, comments or tips about things that you must not delegate? Please share in the comments below.