Further to the definition of delegation, as outlined in my previous post, let me explain my understanding of the mechanics of delegation.
As I stated, delegation is done with the purpose of growth of the person who will do the task. This single concept drives the mechanics of delegation.
The manager/leader has to understand his reportee’s strengths, weaknesses, areas of development (as he identified) and interests. This will help him marry the task at hand with employee’s development areas in the best possible manner.
Other things to keep in mind include:
- The manager needs to negotiate the terms of delegation (timelines, responsibility, expectations) upfront.
- Since this is done to help employee grow, be ready to provide timely coaching and mentoring, as needed.
- Employee should see the work as an opportunity – ideally, a mark of respect and recognition.
- Ask for questions and always be alert for any reactions or suggestions.
- And last but not the least, remember to thank the employee for accepting the delegation. Express confidence in his or her ability to handle the task.
- Sometimes, it is useful to spread the delegation meeting in two, separated by at least a day. This will help the employee evaluate himself and ponder on any second thoughts. This will be good for both the manager and employee irrespective of whether the employee accepts the delegation or not.