3 Steps to Make Delegating Less Risky Many of us find that we just can’t seem to get done in a day everything that needs to get done. If we work alone, then this may be primarily a personal time management issue, but if we supervise a team, then it may well be a delegation and training issue.
Sometimes we fail to delegate tasks to our team members because we simply don’t trust them. We have delegated to someone in the past and they have failed us, so now we are afraid to try it again. The fact is that, as supervisors, our job is to get results through the efforts of our team members and if we aren’t delegating, we are not doing what we are getting paid to do.
So how do you develop enough trust so that you are willing to take the “risk” of delegating?
1. Do an Ability Inventory -- The first step is to accurately understand the ability level of each team member with respect to each task for which they have responsibility. An honest evaluation of ability will give you a starting point.
2. Delegate with Support -- Once you have this information, then you can determine what and to whom you can give more responsibility. Make sure that you provide enough support to ensure success without “looking over their shoulder” all the time.
3. Develop “The Bench” -- Additionally, you need to determine an on-the-job training process to develop the skills needed by each team member so that they can be successful when delegated specific tasks. This gives you more “bench strength” so that you have more options for delegation.
Balancing delegation and training will really help you manage your time and also help manage the time of your team members.