The delegation process is achieving results by giving someone else the authority to do work for which you are ultimately responsible. Aspects of delegation process includes developing trust in relationships with employees, letting others make decisions, focussing on desired results not methods, being open to new ideas and approaches, helping people learn from their mistakes and feeling rewarded by the success of others.
Delegation process can be achieved through these processes:
1. Define your desired results.
2. Select an appropriate employee.
3. Determine the "level" of delegation.
4. Clarify expectations and set parameters.
5. Give authority to match level of responsibility.
6. Provide background information.
7. Arrange for feedback during the process.
"Psychological Contracts" is an expression used to describe the process of agreeing with the other person what they should do and the expectations linked to the responsibility. This means that people can't be held responsible for something they haven't agreed to do. If a person is not committed to delivering a successful outcome, this implies that they might have some feelings about the expectations attached, such as time-scale, resources, or budget. A person must be given the opportunity to discuss, question and suggest issues concerning expectations attached to a delegated task - this is a crucial part of a delegation process.
There are certain levels of delegation, predominantly the wide range of freedom you can confer on the other person. The more critical the task, the more cautious one must be in extending a lot of freedom, especially if your job or reputation depends on a good result. Care must be taken in delegating in a particular style appropriate for certain situations.
It is also important to ask the other person what level of authority they feel comfortable being given. Some people are more confident than others, so it is your responsibility to agree what level is appropriate, to ask the other person what level of authority they feel comfortable being given.
Delegation process can be achieved through these processes:
1. Define your desired results.
2. Select an appropriate employee.
3. Determine the "level" of delegation.
4. Clarify expectations and set parameters.
5. Give authority to match level of responsibility.
6. Provide background information.
7. Arrange for feedback during the process.
"Psychological Contracts" is an expression used to describe the process of agreeing with the other person what they should do and the expectations linked to the responsibility. This means that people can't be held responsible for something they haven't agreed to do. If a person is not committed to delivering a successful outcome, this implies that they might have some feelings about the expectations attached, such as time-scale, resources, or budget. A person must be given the opportunity to discuss, question and suggest issues concerning expectations attached to a delegated task - this is a crucial part of a delegation process.
There are certain levels of delegation, predominantly the wide range of freedom you can confer on the other person. The more critical the task, the more cautious one must be in extending a lot of freedom, especially if your job or reputation depends on a good result. Care must be taken in delegating in a particular style appropriate for certain situations.
It is also important to ask the other person what level of authority they feel comfortable being given. Some people are more confident than others, so it is your responsibility to agree what level is appropriate, to ask the other person what level of authority they feel comfortable being given.
