• Do review each task on your to-do list. Consider the objectives and deadline and whether the task is part of a broader role or set of recurring tasks you wish to delegate.
  • Don’t attempt to delegate part of a complete activity, as this will de-motivate an employee and lead to low levels of job satisfaction when successfully executed.
  • Don’t forget to assess the skills, knowledge, resources, influence and any other requirements for the task.
flexible benefits
  • Don’t forget to assess the skills, knowledge, resources, influence and any other requirements for the task.
  • Do consider the strengths, weaknesses, aspirations and existing workload of employees; carefully choose the employee to whom you delegate.
  • Do identify the benefits for that employee: for example, learning new skills, added variety in the workload or a step in career progression.
  • Don’t overlook the need to assess the drawbacks of delegating the task: for example, the time you will need to commit to handing over and supporting the task, and the risk of failure.
  • Do sell the benefits of undertaking the task to the employee, explain the objectives and specify your requirements; address any concerns.
  • Don’t leave the extent of the level of involvement vague, and clarify where responsibility lies; note that you retain ultimate responsibility.
  • Do agree the schedule and deadlines; clarify to what extent, if any, you will need to review work in progress or be involved in decisions.
  • Don’t fall short in terms of providing any support and resources the employee requires, such as training or access to information.
  • Do inform other relevant employees; explain that the employee will be acting on your authority and solicit their cooperation.
  • Don’t switch off as the task progresses; encourage the employee to approach you with any problems, but avoid unwanted interference.
  • Do review the completed task; assess what the employee has learnt and any weaknesses which have been highlighted and should be tackled.
  • Do review how effective your delegation skills were; identify and improve your contribution to any problems (e.g. poor communication or support).

 

DELEGATION

 

Do:

  • Delegate complete activities rather than chores
  • Identify benefits for the employee carrying out the task
  • Think through and provide the required support and training
  • Ensure the employee has any necessary authority
  • Make yourself available to handle any problems as they arise

Don't:

  • dump work on employees
  • Try to abdicate responsibility
  • Unnecessarily restrict the employee's freedom to act
  • Interfere or snoop
  • Expect perfection - see it as a learning opportunity

 

 

Anti-bullying policy statements
  The sheer number and variety of coaches and mentors is truly remarkable. We meet life coaches, happiness coaches, confidence coaches, coaches specialising in dress/appearance, coaches who conduct most of their work by telephone…the list is endless. Their prevalence reflects the fact that an increasing number of organisations are providing coaching services to more and more junior...read full guide

.
Stress - Top ten tips to reduce it
 
  1. Specify the behaviours that are to be encouraged
    Many of my clients report that they feel under huge pressure to match the hours at work demonstrated by their line mangers. People will take their lead from you. If you work very long hours made even longer because of the networking and after work activities...
read full guide