How to Delegate Effectively as a New Manager
There’s more to being able to delegate effectively as a new manager than simply describing the job to be done. There is the critical management factor of clarity and accountability. Sure, you can tell someone they are in charge of a certain piece of work, but it needs to be made clear just how far that accountability goes.
Ambiguity Destroys Delegation
Without defining accountability clearly, the goals and roles can get horribly confused, overlap or even become so indefinite that no one feels responsible, and the job doesn’t get accomplished.
3 Tips to Delegate Effectively as a New Manager
Here are three tips to delegate effectively as a new manager to ensure tasks are clear and that accountability is well understood by all. Each time you delegate work, you need to attach one name to the work. But here’s the challenge.
As a new manager, you need to make clear the extent of the person’s accountability beyond just reporting in occasionally. Once the objective is clear, establish if someone has…
1. Complete Control
The person in charge of this job owns it.
2. Partial Control
There is no absolute owner with this type of accountability. The person whose name is attached to the job acts more like a facilitator in coming to decisions.
3. Team Player
In this case, accountability is shared equally with other team members except that the person “in charge” will handle logistics such as setting meeting agenda and scheduling.
The Bottom Line
To delegate effectively as a new manager, you must ensure the work is clearly described and the lines and types of accountability are clearly defined. And if work is being assigned to you, make sure you know how much or how little responsibility you have to get it done.
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