Delegation vs micromanagement picture

Delegation VS Micromanagement

If you want to be a good leader and ensure your employees grow in your company, delegation is a must for you to focus on your duties and for your staff to grow and learn.

  • What is the one mistake we all make? We struggle to delegate why? Because we feel the other person is not going to give the same quality of work or not make the deadline of the project, or you just have a fear of not having control over the task at hand. These are a few reasons why people do not like to delegate and when they do delegate they micromanage. Micromanagement has never been the right way, In this article, I want to point out a few things that can assist you in managing your staff and not micromanage them. Delegating tasks is a skill that, like any skill, can be learned and improved on overtime.
  • Whether you're a team leader, business owner or in some similar position of authority, delegation is going to be a major key to maximizing your productivity and keeping yourself sane during tight deadlines or large workloads.
  • During my time as a Regional Manager, my biggest mistake was not trusting staff to action my delegation and not validating what I requested them to do. (I Micromanaged my region) this all ended up snowballing into one big mess. Deadlines missed, me working hours on end at home never having time for my family and my staff never had the space to grow and believe in themselves that they are capable of growth and being the best version of themselves they can be in the work environment. I could not wait for tasks to be done, I would take them back and complete it myself. Yes, I knew everything that was going on in my region but did I have control? nope because one person does not make a team. Delegation is the key to success when working as a team. Yes, it's not easy to trust but its baby steps to start teaching yourself to delegate and then make sure you validate the tasks that were given, we need to learn to trust but we also have to ensure we follow up on the task given.

Few steps to start teaching yourself to grow your staff and teach them to work for you and not against you.

Teach yourself to let go of some of your tasks. 

  • One task at a time small ones and move on to the more important ones. Learn to trust staff start with the stronger staff members. Make sure you are comfortable with the staff member and start delegating. the more comfortable you get with delegating, move to the next staff member in your team, the more you delegate the more you empower your staff to grow and build the company. 
  • By delegating, you are also ensuring in your absence the office will stand when you get back, If all the staff are clear on what is expected of them they will not fail when you are not around to Micromanage them.

Know your staff strength and weakness

  • As a leader, You should know each individual's strengths and weaknesses, including his or her current, and potential, range of skills. When delegating, take a look at your team and assign tasks to whoever has the greatest number of relevant skills for that task. 
  • It seems like an obvious choice, but too many leaders delegate to whoever has the lightest workload or is the most convenient.
  • It's also important to be consistent. For example, delegating the same type of tasks to the same individual will eventually increase that individual's aptitude for those tasks. 
  • This will ensure the growth of the staff in the office and with growth comes success, it all starts with the staff they are the working force in the company.

Instructions and deadlines when delegating

  • When delegating it's of the utmost importance to give clear and direct instructions, to whom in what department, what task needs to be actioned and by when must it be done, the best way to action this out is to give it in writing and also verbally to ensure the staff member understands the instructions, given to the individual. If the individual needs some guidance or training on the instruction, ensure that it's done and also documented for future use. Follow up with the staff member during the period ask them how they are doing do they need guidance don't take the work away from them but show your support, and make sure they understand the importance of the deadline. 
  • When the task is done always validate, yes validate, trust is a good thing but always validate if the work is done according to the instructions given. If not then couching and training has to follow, in order for the staff member to grow and take more instructions in the future, they need to be guided in the right direction and be able to act out instructions without any hassles.

Feedback

  • When there is any instruction - delegation or any kind of guidance there has to be a feedback session. Why ? because the staff member needs to understand where they are going how is their progress and what is the next step for them to grow in the company.
  • If your staff have done well with a task you assigned, let them know by publicly thanking them and offering genuine praise. If they've fallen short, don't be afraid to give them some constructive criticism.
  • Ask the staff to give their opinion on your delegation and how they feel about your way of delegating, or whether you're assigning the right tasks to the right people communication is the key to a healthy work space.
  • Delegating isn't always easy, but the sooner you start, the sooner you'll develop the expertise to do it effectively. Realize that the process will never be perfect, but learn from your experiences and make ongoing adjustments for improvement

Micromanagement is not the way to go, staff are not growing and they are not given the space to explore their ideas and views in a company, in the next article we will be looking more at micromanaging.

 

 

 

 

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