Supervisor Workplace Skills Series: Delegation

Supervisor Workplace Skills
Series:
Delegation
Objectives
 Uponthe completion of training,
you will be able to:
 Understand what delegation means
 Know the value of delegation
 Identify the steps for delegation
 Delegate without micromanaging
What is Delegation?
 Delegation is the assignment of
responsibility to another person for the
purpose of carrying out specific job-
related activities. Delegation is a shift of
decision-making authority from one
organizational level to another.
Source: http://www.dirjournal.com/guides/how-to-delegate-effectively/
Benefits of Delegation
 Manager / Supervisor Benefits
 Reduced stress
 Improved time management
 Increased trust
 Employee Benefits
 Professional knowledge and skill development
 Elevated self-esteem and confidence
 Sense of achievement
 Organizational Benefits
 Increased teamwork
 Increased productivity and efficiency
Source: http://www.dirjournal.com/guides/how-to-delegate-effectively/
Knowing When to Delegate
 Delegating can be especially helpful in the
following situations:
 When the task offers valuable training to an
employee.
 When an employee has more knowledge or
experience related to the task than you.
 When the task is recurring and all employees
should be prepared or trained.
 When the task is of low priority and you have
high priority tasks that require your immediate
attention.
To Whom Should You Delegate?
 When deciding who to select for the task,
you must consider:
 The current work load of the employee
 The employee’s strengths and weaknesses
 The training and experience levels of the
employee
Steps for Delegation
1. Define the task
 Identify if the task is appropriate for delegation.
2. Select the individual
 Evaluate each employee’s strengths and weaknesses
to match the task to the individual.
3. Assess ability and training needs
 Ensure that the selected employee has all the
necessary resources and knowledge to complete the
task.
Source: SHRM 2008 “Delegation Training for Supervisors”

Steps for Delegation (cont’d.)
4. Explain why
 Explain the importance of the task and why the
individual has been selected.
5. State required results
 Outline what is expected of everyone involved. Give
clear guidelines that are specific and easy to
understand.
6. Identify required resources
 Identify what supplies or resources will be necessary
to complete the task before beginning any work.

Steps for Delegation (cont’d.)
7. Agree on a schedule
 Set a clear timeline that is agreed on by everyone
involved.
8. Support and communicate
 Communicate throughout the entire process. Be
clear and specific while allowing the employees to
work independently.
9. Provide feedback on results
 Make sure feedback is provided in a timely manner
to all employees involved in the project. Provide
positive feedback as well as constructive feedback
for areas that need improvement.

Delegation Obstacles
 Lack of support
 Managers and employees must be fully supportive of
the delegation efforts in order to be successful.
 Failure to plan
 Taking the time to follow the steps for delegation can
avoid any pitfalls that might otherwise be overlooked.
 Lack of communication
 Communicating the plan in a clear and precise
manner prevents errors caused by
miscommunication.
Delegation Obstacles (cont’d.)
 Fear of relinquishing control
 Management may be resistant to delegating at first,
but delegation can build trust and morale among
managers and employees.
 Micromanagement
 Micromanagement prevents employees from
completing their assigned tasks and defeats the
purpose of delegation.
Signs of Micromanagement
 Micromanaging occurs when a manager
assigns a task to an employee, but
prevents the employee from successfully
completing the task on his/her own.
 Micromanagers usually:
 Resist delegating
 Prevent employees from making decisions
 Revoke tasks after they have been assigned
 Avoid letting employees work independently
How to Avoid Micromanagement
 Clearly define the roles and responsibilities
of managers and employees.
 Create a written plan and timeline.
 Include scheduled meetings and
evaluations rather than frequent ‘check
ins’ that can be viewed as micromanaging.
 Allow employees and managers to openly
communicate any concerns or questions
they may have.
Conclusion
 Delegation provides
benefits to the supervisor,
employees, and
organization.
 When executed properly,
delegation can result in:
 Better-trained employees
 Increased productivity
 More effective time
management.

Supervisor Workplace Skills Series: Delegation

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Supervisor Workplace Skills

Source: SHRM 2008 “Delegation Training for Supervisors”

Source: SHRM 2008 “Delegation Training for Supervisors”

Source: SHRM 2008 “Delegation Training for Supervisors”

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