IF YOU WANT TO GO FAST, GO ALONE. IF YOU WANT TO GO FAR, GO TOGETHER

Certainly, managers can’t handle every single task or micromanage every corner of an entire business system. But can you feel at ease letting employees work freely? Here are 7 “master tips” for delegating work effectively while also maximizing the leadership role of managers.

1. Be present with your employees

Clearly, with their manager’s presence, employees will work enthusiastically with 100% energy because they know their work is being seen and recognized. But what if you’re not always in the office or don’t have much time for each department? Make them feel that their boss is never neglecting them for a single moment, even without checking in on them every hour.

2. Provide all relevant information

It’s very difficult for employees when they receive a short, vague instruction from their boss like: “Do this…” or “Help me with this…”. When delegating, managers need to include some information to clarify the task, which also helps employees understand the nature of the work and execute it correctly according to the manager’s needs.

3. Help when they encounter obstacles

Whether a task is difficult or easy, there are always “tips” to make it run more smoothly. When delegating, managers can share some of these. It’s also possible that complex problems arise during the work, and employees are hesitant to report them, fearing they’ll be reprimanded. In this case, leaders need a bit of finesse to recognize the obstacle and offer suggestions to help employees resolve the issue and improve in the future.

4. Provide hope and purpose

For tasks that require perseverance, dedication, and skill, employees need a little motivation to be willing to give 200% of their enthusiasm to complete them. Managers can offer a cash bonus, simply treat the team to coffee or milk tea, or for something more “luxurious,” a vacation for outstanding employees… What employee wouldn’t be a fan of a thoughtful boss?

5. Connect and be supportive

 If a task is scheduled to take a week, check on the progress after 3 days. When asking about progress, managers should be tactful and avoid using questions that sound like commands. Instead of asking, “Are you done with the work yet?” you should ask, “How is the work progressing?” to avoid creating pressure or a feeling of distrust, which can affect the employee’s morale.

6. Make the work interesting

Work is never-ending, and it can be very boring to repeat the same process every day. Employees need a dynamic and youthful work environment to foster excitement and enthusiasm, and this depends on the creativity of their managers.

7. Lead by example

It’s unacceptable for managers to be late, miss deadlines, and lack discipline while demanding excellence from their employees. Affirming your own competence is also a way to “build authority,” establish credibility, and earn trust… But how to let everyone see it without being accused of showing off or being ostentatious—that is the art of every manager.