Delegating involves five distinct steps for you as the manager:
- Deciding on objectives
- Selecting the right mode
- Following up
- Following through
- Tracking the results
A lot of people start by delegating tasks, which can be very demoralizing. Everyone — regardless of their level of experience— needs to understand why they are being asked to perform a particular task. So the first step in delegating is to translate the task into a higher level objective. Objectives should be SMART:
- Action oriented
- Time sensitive
So “generate 10,000 sales of Product X by March, 2002” is a SMART objective. “Demand generation” is not.
|Loose||Seasoned people||Make it clear you are available to help||Provide detailed directions at the task level; for an experienced person this feels like (and is) micromanagement.|
|Moderate||Experienced people tackling new a new type of project
New hires who have “been there and done that” … just not on your team
|Ask to see a detailed work plan … that breaks the project down into bite-size chunks||Make the person show you that one task is finished to your satisfaction before they go on to the next. If you do, this will feel like micromanagement.|
People experiencing performance problems
|Be prepared to help the person prepare the work plan delineating all the tasks involved in a particular project||Let the person move on to the next task in the project without your say so.
Do the work yourself.