Managers frequently complain that they have too much to do and too little time in which to do it. Unchecked, this feeling leads to stress and managerial ineffectiveness. In many cases, managers could greatly reduce their stress by practicing a critical management skill – delegation. Delegation is one of the most important management skills. Good delegation saves the time, develops the subordinates, fosters a successor and motivates. Poor delegation will cause frustration, de-motivation and failures to achieve the task or purpose. Although it is easy to recognize the benefits that accrue from delegation, many managers still resist actually doing it – why? This article will identify what delegation is, the common barriers to effective delegation and the solutions to overcome this barriers. Definition of Delegation: Delegation is assigning responsibility and authority to someone in order to complete a clearly defined and agreed task while you retain ultimate responsibility for its success. Delegation incorporates empowering your teammates through effective supervisor ship, and may be directed in any direction and used in any organization. In business dictionary, delegation is defined as sharing or transfers of authority and the associated responsibility from an employer or superior (who has the right to delegate) to an employee or subordinate.
Common Barriers to Delegation
The most important step for delegation is to recognize the common barriers to delegation. These barriers can come from supervisors (leaders), the team members, or the situation. The following part we will discuss these barriers in order to overcome them and realize the successful delegation.
1. Barriers Related to Supervisor
The biggest barrier to effective delegation often comes from supervisors. They must overcome their anxieties about giving others responsibilities in order to gain the benefits of effective delegation. In general, 6 barriers are related with the supervisor.
1.1 Time Consuming
One of the biggest barriers to delegation is the perception that they do not have enough time to either adequately explain the task or teach the team member the skills necessary for a delegated task. Even though it may take less time to complete that task now, where does which put you the next time the task, must be completed? This feeling is paradoxical, because one of the main benefits of delegation is saving time. 1.2 Losing Control
People new to delegation often feel as though they are giving up their control. It is a little frightening to allow a team member to complete a task for which you are ultimately responsible. It is this reason that keep supervisors from delegating at first. In this case, supervisor should set up a system for regularly monitoring about a waiting progress toward the expected results. That means to communicate with those to whom you have delegated to check the progress of the task. This method can help supervisor decrease this fear and give supervisor the sense of control. 1.3 Fear of Criticism
Supervisor may fear employees’ complaint that they are given too much tasks to do. Supervisor should be wise to pave the way by assessing your employees’ current workloads. After the assessment, supervisor should try to select the tasks and give them better work rather than just more work. Except for the work distribution, supervisor needs to explain to them how the delegated tasks will help them grow more professionally. 1.4 “I Can Do Better Attitude”
Supervisors may think that they are the only person who can complete the job successfully. This may be true. But supervisors and their subordinates will never enjoy the considerable benefits of good delegation if supervisors don’t allow them to practice and develop their own skills. Give them some solid on-the-job training and observant feedback. Together supervisor’s good coaching; subordinates’ productivity will dip until they master a new task. Be patient and you...
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