Things You'll Need:
- responsibility
- subordinate
-
Step 1
"If you want something done right, then do it yourself." "Good help is hard to find." Based on my experience, the first quote can often seem to be true, and the second quote is always true. The first step in delegating responsibility is to first find a capable, trustworthy, and conscientious subordinate. That, of course, can be a subject for volumes of HR manuals, but for the purpose of this article, I'll leave it at that.
-
Step 2
Now that you have that gem of an employee at your side, it is then your responsibility to inform, identify the goal, instruct and manage your subordinate to ensure that you have achieved the task at hand. Remember, a fumble between the center and the quarterback is the center's fault, and a fumble between the quarterback and the running back is the quarterback's fault. You are responsible for handing off the task to your subordinate.
-
Step 3
Give your subordinate a briefing of the overall project. You may be delegating only a specific task that is a part of a larger project, but it is important to give your subordinate the overall context of the project so that he can answer his own questions while tackling the job. Also, the employee should feel like he's a part of the larger enterprise and appreciate the significance of his work. You want him to feel like a part of a team, all working together towards a common goal.
-
Step 4
Identify the goal by clearly describing the desired results and the time frame in which it needs to be achieved.
-
Step 5
Give instructions on how to accomplish the task if necessary. This can vary from a simple description to a detailed training session, and it depends on the complexity of the task and the employee's experience. If the employee comes up with his own ideas for solving the problem but it's not quite as efficient as your idea, allow the employee to implement his own idea. He will feel better about himself and his work, and that can translate to better results in the end.
-
Step 6
Manage your employee to ensure progress is being made. Periodic status meetings and reports can provide you with the necessary information. Status reports not only keep the employee moving forward in the right direction, but also allows you to explain what progress is being made so that you can effectively respond to your boss' inquiries. And finally, give credit where credit is due by rewarding hard working and loyal employees.
