New Manager Delegation
New managers need to fight their instincts to watch over their team too closely. Micro-managing may be a temptation, but it has unfortunate consequences. New manager delegation can make or break your ability to successfully lead and develop your team.
Accountability is Good. Micro-managing is Bad
There can be a fine line between holding people accountable and micro-managing their work. In your desire to monitor your team’s activities, be careful you don’t overdo it and stifle growth. Your job as a new manager is more about assigning the right tasks to the right people than directing how the work must be done. Allow your workers to own the goals and figure out themselves how to deliver.
Do Not Undermine Trust
Your employees need guidelines, to be sure…guidelines that may range from a deadline to budget restraints to check-in stops along the way. But they need to develop the confidence and the creativity to accomplish the task on their own. If you oversee the task too closely and take control, you undermine trust, sabotage motivation and limit learning.
4 Attributes of Effective New Manager Delegation
Based upon feedback from thousands of new manager training program participants over the last 20 years, it’s all about how you delegate. Followers tell us that effective new manager delegation has four attributes:
Try to offer advice only when asked – adjust behavior with performance coaching rather than taking over.
The Bottom Line
Effective delegation requires high levels of clarity. You as manager are accountable for the task and your employee is responsible for getting the job done. Encourage creativity and growth in your team members by keeping the roles separate and giving your workers the gift of pride in their achievement.
To learn more about how to better manage your team, download 3 Must-Have Ingredients of High Performing Teams for New Managers
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