How to Delegate Work in Different SituationsFrom my experience I have learnt that to be effective in delegating one should:Delegate whole pieces or entire job pieces rather than simply tasks and activities.Clearly define limits of authority that go with the delegated job. Can the person hire other people to work with them? Are there any finance/budgets involved?When on the receiving end of delegation, work to make your managers' job easier and to get the manager praised. This will enhance promotability.Assess routine activities in which one is involved and see if any of them be eliminated or delegated?Never underestimate a person's potential. Delegate slightly more than one thinks the person is capable of handling. If one expects t ...view middle of the document...
One should also not delegate if you can't measure it as the appointed person wouldn't be praised accordingly.Delegation is not giving an assignment one should be asking the person to accept responsibility for a project or task. They have the right to say no.Encourage people to ask for parts the manager's job.One should never take back a delegated task because you can do it better or faster. Help the other person to learn and to do it better.Agree on the frequency of feedback meetings or reports between yourself and the person to whom you are delegating. Good communication will assure ongoing success.Delegation strengthens a managers position. It demonstrates that one is able to do the job as a manager-getting result with others. This makes one more promotable.Delegation is taking a risk that the other person might make a mistake, but people learn from mistakes and will be able to do it right the next time.Give people opportunity to think about a new way of completing a task or how to tackle a new task. This person will be more excited about doing a task when they came up with the idea of how to do it, than if the manager tells them how to do it.Be sensitive to upward delegation by staff. When staff ask you for a decision on their task, ask them to think about some alternatives, which you will then discuss with them. This way responsibility for action stays with the staff member."Push" responsibility down in a caring helpful way.Remember, you are not the only one that can accomplish an end result. Trust others to be capable of achieving it.One should also resist the urge to solve someone else's problem. They need to learn for themselves. Give them suggestions and perhaps limits but let them take their own action.
