Whether it’s the Dhoom or the Ocean’s film series, everyone loves watching a well-executed heist. In the movies, there’s usually a person-in-charge who assembles a skilled team and delegates responsibilities. The team members are required to carry out their tasks on time and in particular ways for the heist to be successful. For this to happen, however, the process of delegation has to be sound.
Delegation of authority is an important part to ensure that work gets done smoothly at the workplace. Let’s look at how managers make the impossible possible by delegating authority.
What Is Delegation Of Authority?
The process of delegation of authority is a critical management tactic that ensures various tasks are completed effectively. Organizations—big or small—use this tactic to save time and boost workplace productivity.
In simple terms, the process of delegation of authority involves the act of sharing responsibilities between multiple people to complete more work in a shorter period.
The process of delegation is a powerful tool for dynamic business environments, in particular. Take start-up operations, for example. Daily operations in start-ups can get disorganized easily because new responsibilities get added every day. Proper delegation can help managers and leaders divide their workload so that they can attend to other important duties at the same time. Moreover, it’s a great learning opportunity for employees since they take ownership of their own responsibilities.
Before we dig deeper into the process of delegation, let’s look at some of the features of delegating authority:
Delegation is a systematic process with steps and sequences.
Delegation is a continuous process at the core of achieving organizational goals.
When authority is delegated, it doesn’t necessarily mean that someone will perform those tasks immediately.
Delegation is inevitable when you’re a leader or manager because it’s impossible to do everything yourself.
Steps In Delegation Of Authority
It’s important to delegate authority in a way that it’s not misused. Here are some steps of delegation that’ll help explain the process of delegation in detail and teach you how to delegate responsibly.
Determine The Objective
The first step in the process of delegation is to establish an objective that determines the need for delegation. For example, if delegation is initiated in the marketing department, you should make the objective clear, like ‘social media promotion’ or ‘media outreach’.
Once the purpose is established, define everybody’s responsibilities individually. You don’t want any of your team members to work on unclear or poorly defined tasks because it may lead to confusion and poor performance.
You need to analyze and classify what tasks you should continue to do and which ones to delegate. It’s best to take full responsibility for tasks that need your inputs. You can assign the mundane tasks or duties that require less interference to your team.
Your responsibility doesn’t end after you finish delegating tasks and defining everyone’s roles. You should continue to guide and support your team wherever possible. Acknowledge their efforts and let them know that you’re there to help them out, if needed.
Hold your team accountable for their respective targets. You can assess how they’ve been performing through review and monitoring processes. Holding people accountable creates a sense of ownership and they’ll be encouraged to confidently take initiatives in the future.
One of the most important steps of delegation is to keep an open mind about your employees’ performance. Not everyone is equipped with the right skill-sets and knowledge to carry out certain tasks. In such cases, you should provide opportunities that help employees catch up with the demands of the business. For example, offer training programs to enhance their knowledge of the tasks assigned.
Delegation is the art of getting things done through others and that’s possible with effective communication and collaboration. Harappa Education’s Navigating Workplaces course is designed to teach you how to assess workplace culture and power dynamics. The Culture Fit framework will help you evaluate the shared values and beliefs at the office. Additionally, the Power Structures framework will help you navigate the different types of powers people hold. You can use these tools to connect better with your peers and identify the best possible ways to distribute responsibilities.
Explore topics such as Delegation of Authority, the Principles of Delegation, Employee Engagement Strategies, Rapport Building & the Group Formation Stages such as from our Harappa Diaries section and build trust-rich relationships.