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Supervisor Workplace Skills Series: Delegation

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Supervisor Workplace Skills Series: Delegation Objectives Upon the completion of training, you will be able to: Understand what delegation means Know the value of ... – PowerPoint PPT presentation

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Title: Supervisor Workplace Skills Series: Delegation


1
Supervisor Workplace Skills SeriesDelegation
2
Objectives
  • Upon the completion of training, you will be able
    to
  • Understand what delegation means
  • Know the value of delegation
  • Identify the steps for delegation
  • Delegate without micromanaging

3
What is Delegation?
  • Delegation is the assignment of responsibility to
    another person for the purpose of carrying out
    specific job-related activities. Delegation is a
    shift of decision-making authority from one
    organizational level to another.

Source http//www.dirjournal.com/guides/how-to-de
legate-effectively/
4
Benefits of Delegation
  • Manager / Supervisor Benefits
  • Reduced stress
  • Improved time management
  • Increased trust
  • Employee Benefits
  • Professional knowledge and skill development
  • Elevated self-esteem and confidence
  • Sense of achievement
  • Organizational Benefits
  • Increased teamwork
  • Increased productivity and efficiency

Source http//www.dirjournal.com/guides/how-to-de
legate-effectively/
5
Knowing When to Delegate
  • Delegating can be especially helpful in the
    following situations
  • When the task offers valuable training to an
    employee.
  • When an employee has more knowledge or experience
    related to the task than you.
  • When the task is recurring and all employees
    should be prepared or trained.
  • When the task is of low priority and you have
    high priority tasks that require your immediate
    attention.

6
To Whom Should You Delegate?
  • When deciding who to select for the task, you
    must consider
  • The current work load of the employee
  • The employees strengths and weaknesses
  • The training and experience levels of the employee

7
Steps for Delegation
  • Define the task
  • Identify if the task is appropriate for
    delegation.
  • Select the individual
  • Evaluate each employees strengths and weaknesses
    to match the task to the individual.
  • Assess ability and training needs
  • Ensure that the selected employee has all the
    necessary resources and knowledge to complete the
    task.

Source SHRM 2008 Delegation Training for
Supervisors
8
Steps for Delegation (contd.)
  • 4. Explain why
  • Explain the importance of the task and why the
    individual has been selected.
  • 5. State required results
  • Outline what is expected of everyone involved.
    Give clear guidelines that are specific and easy
    to understand.
  • 6. Identify required resources
  • Identify what supplies or resources will be
    necessary to complete the task before beginning
    any work.

Source SHRM 2008 Delegation Training for
Supervisors
9
Steps for Delegation (contd.)
  • 7. Agree on a schedule
  • Set a clear timeline that is agreed on by
    everyone involved.
  • 8. Support and communicate
  • Communicate throughout the entire process. Be
    clear and specific while allowing the employees
    to work independently.
  • 9. Provide feedback on results
  • Make sure feedback is provided in a timely manner
    to all employees involved in the project. Provide
    positive feedback as well as constructive
    feedback for areas that need improvement.

Source SHRM 2008 Delegation Training for
Supervisors
10
Delegation Obstacles
  • Lack of support
  • Managers and employees must be fully supportive
    of the delegation efforts in order to be
    successful.
  • Failure to plan
  • Taking the time to follow the steps for
    delegation can avoid any pitfalls that might
    otherwise be overlooked.
  • Lack of communication
  • Communicating the plan in a clear and precise
    manner prevents errors caused by miscommunication.

11
Delegation Obstacles (contd.)
  • Fear of relinquishing control
  • Management may be resistant to delegating at
    first, but delegation can build trust and morale
    among managers and employees.
  • Micromanagement
  • Micromanagement prevents employees from
    completing their assigned tasks and defeats the
    purpose of delegation.

12
Signs of Micromanagement
  • Micromanaging occurs when a manager assigns a
    task to an employee, but prevents the employee
    from successfully completing the task on his/her
    own.
  • Micromanagers usually
  • Resist delegating
  • Prevent employees from making decisions
  • Revoke tasks after they have been assigned
  • Avoid letting employees work independently

13
How to Avoid Micromanagement
  • Clearly define the roles and responsibilities of
    managers and employees.
  • Create a written plan and timeline.
  • Include scheduled meetings and evaluations rather
    than frequent check ins that can be viewed as
    micromanaging.
  • Allow employees and managers to openly
    communicate any concerns or questions they may
    have.

14
Conclusion
  • Delegation provides benefits to the supervisor,
    employees, and organization.
  • When executed properly, delegation can result in
  • Better-trained employees
  • Increased productivity
  • More effective time management.
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