Module 5 Discussion

Below are some common delegation issues with examples. Give your own examples of over-delegation, under-delegation, and refusal to accept a legitimate delegation, and explain what you would do in each case.

Over-delegation. (Would you pass my medications for me and sign off my orders? I’m really busy).

Under-delegation. (I’ll do it myself. The nursing assistant argues with me when I ask her to do something/I always have to do it over).

Refusal to accept assignment of legitimate delegation. (I don’t know how to do that very well/I have too much work already/It’s always me that gets the work; ask someone else/I’m too busy/I won’t be able to do a very good job, but if that’s what you want…)

 

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Common delegation issues

Introduction

Delegation is key to running a successful business, but learning how to delegate effectively can be a challenge. The key is to make sure that you’re delegating clear and actionable tasks, without making too many assumptions about what your employees are capable of doing. Here are the five most important things that you need to know about delegation:

Delegation is key to running a successful business, but learning how to delegate effectively can be a challenge.

Delegation is a key tool for business owners, and it’s important to keep your business running smoothly. Learning how to delegate effectively can be a challenge, though—and there are five tips you can use right away:

• Record all tasks in an Excel spreadsheet so that you have an organized list of what needs doing at any given time. This will help with prioritizing tasks based on importance and avoiding getting overwhelmed by the sheer volume of things you have on your plate.

• Choose the right person (or people) for each task based on their skillset, experience level, availability and motivation level. You want them engaged with what they’re doing so they’ll be able to perform well under pressure!

Get everyone on the same page.

Getting everyone on the same page is always important. It’s especially important when you’re working with a large number of people, or if someone has been assigned as a delegate and they don’t understand what your expectations are.

In order for everyone to get on the same page and understand what you mean by “the rules,” it’s important that you clearly explain them in advance of any delegation work being done (and ideally during). To do this, think about how much time there will be spent together during this process—what kind of information should be shared? Who has access? How long will things take? What happens next? Once all these details are figured out, write up an agreement that outlines exactly how things should go down so there aren’t any misunderstandings or confusion later on when it comes time for follow-up meetings!

Review performance regularly.

If you’re new to delegating, it’s important to review your performance regularly. This doesn’t mean you have to wait until the end of the year or even until something goes wrong. It means that you need to be aware of how well each person is doing their job and make sure they are meeting expectations.

• Don’t wait until the end of the year:

If you’re on a tight schedule and don’t have time for regular reviews, try setting up meetings with team members once a month instead. You can also set up check-in meetings at least once a quarter so that everyone knows where they stand in terms of progress towards mutual goals (or at least has an idea).

Make sure you’re delegating clear and actionable tasks.

As a leader, you need to be aware that delegation is not a one-way street. You must understand the needs of your team and make sure they understand yours as well. Be sure to delegate clear and actionable tasks so that these individuals can carry out their responsibilities in an efficient manner.

• Make sure it’s clear: Does this task require more than x number of hours from me? What does success look like for this particular person? If I were doing this myself, what would be my goal? How will this help us achieve our goals for the quarter or year?

• Make sure it’s specific: Is there any way I can help by supplying some input on how we should approach tackling this issue/problem/project? Do I have any experience working with clients like these before (or similar types)? What resources do I have access too at work that might help out here (e-mail addresses, phone numbers)?

Review the risks.

Before you delegate, make sure you understand the risks. For example:

• Delegating too much can lead to problems with your own organization’s control and accountability. If a subordinate isn’t able to manage their work properly, it may become difficult for you or someone else in the organization to monitor them effectively.

• Delegating too little could leave responsibilities unreasonably vague, allowing new employees who aren’t well-trained or experienced enough to handle them without supervision—and leaving those tasks undone until they’re performed properly by someone else who has had more training and experience with those tasks in mind (which could cost money).

Learn these five tips to become an effective delegator.

When you delegate, it’s important to remember that your employees are not just the ones who will be managing the project. They’re also working on their own projects and need to be given clear direction. In order to make sure everyone understands what needs to be done and how it should be done, follow these five tips:

• Get everyone on the same page by creating a meeting or conference call where everyone involved can gather together in one place at once (or even better yet—meet virtually). This is especially useful if there are multiple departments involved in this particular task or project. It will allow them all access and see who else needs input from them before making any final decision about which steps need taken next.

• Review performance regularly so that everyone knows where they stand relative to expectations set forth by management when starting out on this new venture together as one team! This way there won’t be surprises later down route when things get tough because someone forgot something important beforehand…and then blames it instead of taking responsibility themselves!

Conclusion

We hope these tips will help you become an effective delegator. Remember, delegation is a skill that needs to be learned and practiced, so don’t be discouraged if at first it doesn’t go smoothly! The key is in keeping focused on setting clear goals for your team and following through with those goals.