Define roles clearly
First and foremost, it is essential to define clearly who is responsible for what and where their duties begin and end. As stated by the Society for Human Resource Management, delegating responsibility and transferring authority must be done in a structured manner. This ensures that responsibilities do not overlap and it is clear who is accountable for what.
Transfer authority gradually
Even if you have an ambitious and promising subordinate with great potential, you should never assign them too much new responsibility at once. Broader authority should be delegated gradually, with continuous evaluation of how each employee is handling their new duties.
Provide context and adequate training
A common mistake among managers is delegating new authority to subordinates without providing sufficient context. They may offer only basic information and a description of current procedures but fail to explain the overall logic of the process, the team’s objectives, and the priorities and limitations involved. To ensure effective delegation, explain the process within a broader context and provide all necessary information so the subordinate can adapt their approach as required.
Ensure employees actually want greater responsibility
Not all employees aspire to take on more responsibility. Some prefer to simply follow assigned tasks and have no interest in gaining broader authority. Before you begin delegating responsibility, confirm that the subordinate in question genuinely desires it.
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