Creating more time

Getting up early

How to delegating work to other people

Delegation is useful for the following reasons:

• Once people have learned how to work with you, they can take responsibility for jobs you do not have time to do.
• You can develop people to look after routine tasks that are not cost-effective for you to carry out
• It transfers work to people whose skills in a particular area are better than yours, saving time.
• Transfer of responsibility develops your staff, and can increase their enjoyment of their jobs

How to delegate

• Deciding what to delegate:
  One way of deciding what to delegate is simply to list the things that you do which could be more effectively done by someone either more skilled in a particular area, or less expensive. Alternatively you may decide to use your activity log as the basis of your decision to delegate: this will show you where you are spending large amounts of time on low yield jobs.
• Select capable, willing people to carry out jobs:
  How far you can delegate jobs will depend on the ability, experience and reliability of your assistants. Good people will be able to carry out large jobs with no intervention from you. Inexperienced or unreliable people will need close supervision to get a job done to the correct standard. However if you coach, encourage and give practice to them you may improve their ability to carry out larger and larger tasks unsupervised.
• Delegate complete jobs:
  It is much more satisfying to work on a single task than on many fragments of the task. If you delegate a complete task to a capable assistant, you are also more likely to receive a more elegant, tightly integrated solution.
• Explain why the job is done, and what results are expected:
  When you delegate a job, explain how it fits into the overall picture of what you are trying to achieve. Ensure that you communicate effectively:
  • the results that are needed
  • the importance of the job
  • the constraints within which it should be carried out
  • the deadlines for completion
  • internal reporting dates when you want information on the progress of the project
• Then let go!
  Once you have decided to delegate a task, let your assistant get on with it. Review the project on the agreed reporting dates, but do not constantly look over their shoulders. Recognise that your assistants may know a better way of doing something than you do. Accept that there may be different ways of achieving a particular task, and also that one of the best ways of really learning something is through making mistakes. Always accept mistakes that are not caused by idleness, and that are learned from.
• Give help and coach when requested:
  It is important to support your subordinates when they are having difficulties, but do not do the job for them. If you do, then they will not develop the confidence to do the job themselves.
• Accept only finished work:
  You have delegated a task to take a work load off you. If you accept only partially completed jobs back, then you will have to invest time in completing them, and your assistant will not get the experience he or she needs in completing projects.
• Give credit when a job has been successfully completed:
  Public recognition both reinforces the enjoyment of success with the assistant who carried out the task and sets a standard for other employees.

Why do people fail to delegate?

This can be for the following reasons:

• Lack of time:
  Delegating jobs does take time. In the early stages of taking over a job you may need to invest time in training people to take over tasks. Jobs may take longer to achieve with delegation than they do for you to do by yourself, when coaching and checking are taken into account. In time, with the right people, you will find that the time taken up reduces significantly as your coaching investment pays back.
• Perfectionism - fear of mistakes:
  Just as you have to develop staff to do jobs quickly without your involvement, you will have to let people make mistakes, and help them to correct them. Most people will, with time, learn to do jobs properly.
• Enjoying 'getting my hands dirty':
  By doing jobs yourself you will probably get them done effectively. If, however, your assistants are standing idle while you do this, then your department will be seriously inefficient. Bear in mind the cost of your time and the cost of your department's time when you are tempted to do a job yourself.
• Fear of surrendering authority:
  Whenever you delegate, you surrender some element of authority (but not of responsibility!) This is inevitable. By effective delegation, however, you get the benefits of adequate time to do YOUR job really well.
• Fear of becoming invisible:
  Where your department is running smoothly with all routine work effectively delegated, it may appear that you have nothing to do. Now you have the time to think and plan and improve operations (and plan your next career step!)
• Belief that staff 'are not up to the job':
  Good people will often under-perform if they are bored. Delegation will often bring the best out of them. People who are not so good will not be effective unless you invest time in them. Even incompetent people can be effective, providing they find their level. The only people who cannot be reliably delegated to are those whose opinions of their own abilities are so inflated that they will not co-operate.

What should not be delegated?

Effective delegation involves achieving the correct balance between effective control of work and letting people get on with jobs in their own way.

Creating more time

Getting up early

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