The Process of Delegation of WorkIf you are wondering why I harp on the issue of delegation, it is because delegation is what a manager does. Otherwise, why would a company need a manager. Managers of all units, large and small, had agreed to administer their unit, largely by delegating work in order to accomplish results. Here is the Delegation Flow which breaks the delegation process to smaller parts. You can easily use this tool to help yourself or your managers.
1. Communication Stage. When our manager gives instructions to his subordinate, the subordinate must understand what he is being asked to do. If he doesn’t, the delegation process just stopped. 2. Competence Stage. Our subordinate must be able to execute what he is being asked to do. If not, the delegation process just stopped; objectives not achieved. 3. Motivation Stage. Even if our subordinate can do the job, the big question is will he? If he won’t, the process just stopped; objectives not achieved. 4. The Results Stage. This is another stage where the rubber meets the road. Were the results satisfactory? Was the goal accomplished? If not, we need to circle and start over, making adjustments based on the next stage. 5. The Information Stage. Neither party, the manager nor the subordinate should abdicate this important step. This is where you, the manager know if your request is being carried out and to what degree of success. Sometimes it is hard to determine where failures took place. When you have results that are wrong, you need to analyze every step. I hope you appreciate how complex the delegation of work process is. By interlacing this into the development of your managers, you will ensure an improved environment in the workplace. ---------- For more pages on Delegation, see below:
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