The answer to the question is A: False - the first step in effective delegation is actually making a list of all tasks to be performed; choosing a specific person to delegate to after the completion of the list is the second step. Effective managers begin with an overview of their current duties and work responsibilities - then, they begin to mull over candidates who might be able to do these tasks effectively.
Delegation is one of the keys to being a great manager; sometimes, managers get bogged down with micro-managing staff, troubleshooting problems, and taking on too many different tasks; they often lose sight of their overall vision for their company. For many managers, stepping back and seeing the bigger picture can lead to enhanced career success and more efficient management and delegation.
Employees may also benefit from being delegated to - they will feel recognized when they are singled out for more responsibility; however, adding work duties to an employee's job description should be balanced with corresponding pay, benefits, and break times. Delegation will not work well if staff feels put upon and overworked. In general, excellent training is a fundamental of good delegating; once managers have trained to staff to meet and exceed expectations, they can work independently, without being micro-managed. Proper delegation can be a win-win scenario for management and staff, as long as it is done thoughtfully and carefully.
Delegation may require some trial and error; the people chosen to perform a manager's previous tasks may not always fit the bill. Getting started with delegation is about choosing wisely, and then adapting to circumstances. Careful business planning, budgeting, and time management can contribute to more successful delegation that leads to company expansion and increased profits. Making sure that customer service remains excellent during the transition to delegation should be a goal for any manager as they begin to plan their strategy.
Delegation is one of the keys to being a great manager; sometimes, managers get bogged down with micro-managing staff, troubleshooting problems, and taking on too many different tasks; they often lose sight of their overall vision for their company. For many managers, stepping back and seeing the bigger picture can lead to enhanced career success and more efficient management and delegation.
Employees may also benefit from being delegated to - they will feel recognized when they are singled out for more responsibility; however, adding work duties to an employee's job description should be balanced with corresponding pay, benefits, and break times. Delegation will not work well if staff feels put upon and overworked. In general, excellent training is a fundamental of good delegating; once managers have trained to staff to meet and exceed expectations, they can work independently, without being micro-managed. Proper delegation can be a win-win scenario for management and staff, as long as it is done thoughtfully and carefully.
Delegation may require some trial and error; the people chosen to perform a manager's previous tasks may not always fit the bill. Getting started with delegation is about choosing wisely, and then adapting to circumstances. Careful business planning, budgeting, and time management can contribute to more successful delegation that leads to company expansion and increased profits. Making sure that customer service remains excellent during the transition to delegation should be a goal for any manager as they begin to plan their strategy.
