There is a danger with "open access"
that you become too involved with the task you had hoped to delegate. One
successful strategy to avoid this is to formalize the manner in which these conversations
take place. One formalism is to allow only fixed, regular encounters (except
for emergencies) so that Jimmy has to think about issues and questions before
raising them; you might even insist that he draw-up an agenda. A second
formalism is to refuse to make a decision unless Jimmy has provided you with a
clear statement of alternatives, pros and cons, and his recommendation. This is my favorite. It allows Jimmy to rehearse the full
authority of decision making while secure in the knowledge that you will be
there to check the outcome. Further, the insistence upon evaluation of
alternatives promotes good decision making practices. If Jimmy is right, then
Jimmy's confidence increases - if you disagree with Jimmy, he learns something
new (provided you explain your criteria) and so his knowledge increases. Whichever
way, he benefits; and the analysis is provided for you.
Let us consider your undoubtedly high standards.
When you delegate a job, it does not have to be done as well as you could do it
(given time), but only as well as necessary: never judge the outcome by what
you expect you would do (it is difficult to be objective about that), but
rather by fitness for purpose. When you delegate a task, agree then upon the
criteria and standards by which the outcome will be judged.
You must enable failure. With appropriate
monitoring, you should be able to catch mistakes before they are catastrophic;
if not, then the failure is yours. You are the manager, you decided that Jimmy
could cope, you gave him enough rope to hang himself, and you are at fault. Now
that that is cleared up, let us return to Jimmy. Suppose Jimmy gets something
wrong; what do you want to happen?
Firstly, you want it fixed. Since Jimmy made the
mistake, it is likely that he will need some input to develop a solution: so
Jimmy must feel safe in approaching you with the problem. Thus you must deal
primarily with the solution rather than the cause (look forward, not
backwards). The most desirable outcome is that Jimmy provides the solution.
Once that is dealt with, you can analyze the cause.
Do not fudge the issue; if Jimmy did something wrong says so, but only is very
specific terms. Avoid general attacks and look to the actual event or
circumstance which led to the error: "you did not take account of X in
your decision". Your objectives are to ensure that Jimmy:
- understands
the problem
- feels
confident enough to resume
- Implements
some procedure to prevent recurrence.
The safest ethos to cultivate is one where Jimmy
actually looks for and anticipates mistakes. If you wish to promote such behavior,
you should always praise Jimmy for his prompt and wise action in spotting and
dealing with the errors rather that castigate him for causing them. Here the
emphasis is placed upon checking/testing/monitoring of ideas. Thus you never criticize
Jimmy for finding an error, only for not having safe-guards in place.
There is always the question of what to delegate
and what to do yourself, and you must take a long term view on this: you want
to delegate as much as possible to develop you staff to be as good as you are
now.
The starting point is to consider the activities
you used to do before you were promoted. You used to do them when you were more
junior, so someone junior can do them now. Tasks in which you have experience
are the easiest for you to explain to others and so to train them to take over.
You thus use your experience to ensure that the task is done well, rather than
to actually perform the task yourself. In this way you gain time for your other
duties and someone else becomes as good as your once were (increasing the
strength of the group).
Tasks in which your staff has more experience
must be delegated to them. This does not mean that you relinquish
responsibility because they are expert, but it does mean that the default
decision should be theirs. To be a good manager though, you should ensure that
they spend some time in explaining these decisions to you so that you learn
their criteria.
Decisions are a normal managerial function:
these too should be delegated - especially if they are important to the staff.
In practice, you will need to establish the boundaries of these decisions so
that you can live with the outcome, but this will only take you a little time
while the delegation of the remainder of the task will save you much more.
In terms of motivation for your staff, you
should distribute the more mundane tasks as evenly as possible; and sprinkle
the more exciting once as widely. In general, but especially with the boring tasks,
you should be careful to delegate not only the performance of the task but also
its ownership. Task delegation, rather than task assignment, enables
innovation. The point you need to get across is that the task may be changed,
developed, upgraded, if necessary or desirable. So someone who collates the
monthly figures should not feel obliged to blindly type them in every
first-Monday; but should feel empowered to introduce a more effective reporting
format, to use Computer Software to enhance the data processing, to suggest and
implement changes to the task itself.
Since delegation is about handing over
authority, you cannot dictate what is delegated or how that delegation is to be
managed. To control the delegation, you need to establish at the beginning the
task itself, the reporting schedule, the sources of information, your
availability, and the criteria of success. These you must negotiate with your
staff: only by obtaining both their input and their agreement can you hope to
arrive at a workable procedure.
Once you have delegated everything, what do you
do then?
You still need to monitor the tasks you have
delegated and to continue the development of your staff to help them exercise
their authority well.
There are managerial functions which you should
never delegate - these are the personal/personnel ones which are often the most
obvious additions to your responsibilities as you assume a managerial role.
Specifically, they include: motivation, training, team-building, organization,
praising, reprimanding, performance reviews, promotion.
As a manager, you have a responsibility to
represent and to develop the effectiveness of your group within the company;
these are tasks you can expand to fill your available time - delegation is a
mechanism for creating that opportunity.
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