You have to know how to delegate. When it comes to business and you are a leader, CEO, or occupying a position of high responsibility, it is easy to fall into the traps of perfectionism.and although this can lead to maximum effort and considerable concentration at work, it is also true that it is an important source of stress that prevents building or strengthening good relationships with colleagues and teammates that are based on trust, in order to be able to designate daily tasks.
Delegating is very important, because we not only contribute to improving our work-life balance, but we also boost work relationships, build trust, help others to take off and provide opportunities for learning and growth. On the contrary, not doing so brings negative consequences, such as anxiety, sleeping problems, physical ailments such as headaches, muscle pain, etc.
5 tips to delegate in your business
According to a study carried out by The Competitive Intelligence Unit, 90% of micro, small and medium-sized companies in Mexico do not exceed five years of life, mainly due to a lack of financial organization, since their leaders do not delegate activities to their employees. Imagine that your business can only work with you being there; It is not something that can be sustained in the long term.
1. Differentiate between distributing and delegating
Is not the same Since although sharing seems like a good idea when activities and work come together, doing it without premeditation can lead to more trouble that ends up complicating the work or that the same boss or boss must resume it later, producing an unnecessary loss of time. Conversely, by delegating, the characteristics of each task, project or job must be considered, as well as the skills and responsibilities of each member.
2. Improve communication
Communication channels must be open not only to learn in depth about the talents and specialties of each team member, but also to clarify situations related to work, such as delivery dates, length, format, and that the employee has the right to confidence to approach to resolve doubts and to ask about the main concerns about the task.
There are those who resolve doubts when you are in meetings or large groups is a complicated matter, so You will need to be accessible enough as a leader for people with this personality type to approach you without fear.
3. Define the right candidate
That is, according to the profiles of each employee, establish who is best for each task, taking into account knowledge and experience solving the particular situation. This also involves providing as a leader the necessary resources to do the job, as well as defining the processes, teams, and establishing the workflow.
4. Implement “insurance policies”
Kenneth Blanchard, an expert in management and leadership development, recommends establishing policies to guarantee the success of the project. These are two, the first is that when the collaborator is new and has no experience in the task, they must be assigned courses of action, as well as supervision or guidance. While the second case covers people with experience, where the leader is urged to promote the autonomy and decision-making of the employee, but with feedback, in this way, it is difficult to fail.
5. Follow up
It will be important to provide constructive criticism, as well as feedback on the work that has been delegated to each team and to each member in particular, in this way, errors can be addressed on time, as well as making modifications that improve the project.
Finally, remember that delegating will contribute to the active happiness of your work team, as well as your own, since you will have more time to dedicate yourself to other tasks, as well as attend to other areas of your life that are part of your well-being, such as your relationships, personal care, etc.; If you have never delegated, try these tips.
Nora Taboada Nora Taboada is an organizational consultant, founder of AFE, winner of the “XVIII Ibero-American Prize for Work Psychology” and author of “Active Happiness”.