You also need to ensure that workers are equipped to follow through. Support them by providing the necessary tools, training and resources to succeed. If they need authority to gain compliance from coworkers, give it to them.
- Some supervisors avoid delegating because they fear employees cannot handle an assignment. If that's the case, delegate in stages. Request that workers tackle one step at a time and build off each success.
Example: Rather than have your customer service representative design and conduct a lengthy survey to assess client satisfaction, ask him or her to begin by calling five customers to get their feedback. Then have him draft a simple questionnaire and send it to a sampling of new customers. From that point, he can expand the survey.
- When you delegate, match the right projects with the right employee. Weigh each employee's experience, adaptability, skill level and workload. Don't dump duties on someone who already operates at full capacity or you risk burnout.
Discuss follow-up procedures when you delegate. Establish a system to track progress. Schedule a series of checkpoints and enter the dates on both of your calendars so that you jointly commit to follow-up. This removes any ambiguity about how and when you'll get updates.
Tip When instructing employees on a new assignment, explain what to do and then ask them to summarize how they'll proceed. Invite their questions. By allowing them to tell you what they're going to do, you gain a better sense of their understanding and you can gently remind them of how to do the job right.
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