As a leader, how do I delegate effectively?

Minutes of meetings to refine the content of the work.

Find a responsible middle manager.

Both. Two samesynonyms。The detailed explanation is as follows:

1. Delegation. Refers to the entrustment arrangement, the appointment of dispatch.

Basic explanation. Send someone to a position or complete a task. Example sentence: Lead him to work in the field.

Cited explanations. Lao She, "Four Generations in the Same Hall".

May 1st: "The Japanese military department has appointed many Japanese economists to study the wartime economy. ”

2. Assignment. It means to send, to appoint.

Basic explanation. 1. Assignment.

2. Designate delegation.

3. Dispatch (someone goes to Tanliang to do a certain job).

Cited explanations. Zhou Libo.

Literacy Differences: "I was assigned by the Literacy Working Committee. ”

synonyms

Dispatch: Sending someone to a certain place to do something.

Basic explanation. , by way of conferring or giving official documents or documents certifying the granting of Hu power.

Dispatched to a specific destination.

Order someone of low status to do something.

The above content refers to Encyclopedia - Delegation.

Encyclopedia - Assignment.

Encyclopedia - Dispatch.

Many managers don't have the ability to properly delegate work to others. They do not fully understand the situation of the work and the situation of their subordinates, and often assign the work to inappropriate people, which not only wastes time and money, but also discourages the enthusiasm of the subordinates.

1. Select the job.

1. In principle, you can delegate any work that others can handle.

3. When you have a clear understanding of the work, you should also make your subordinates understand. The nature and objectives of the work should be explained to the subordinates who handle the work, and the subordinates should be guaranteed to gain new knowledge or experience through the completion of the work.

4. After delegating the work, you must also determine the degree of control over the work. If, once you delegate the work, you cannot control and understand the progress of the work, then you should handle the work yourself instead of delegating it again.

Don't delegate "hot potato" work. The so-called "hot potato" type of work, no-slip refers to those special jobs that are in the highest priority position and require you to handle it yourself right away. For example, a specific piece of work that your boss is very interested in and valued is a "hot potato" job.

It's a job you need to do yourself. Also, don't delegate very confidential work to others. If a job involves special information that only you should know, don't delegate it.

2. Select people who are competent for the job.

Make a complete evaluation of your subordinates. You can spend a few days having each subordinate write their comments on their responsibilities in writing. Ask each staff member to be honest and candid about what they like to do and what new work they can do, and determine when, under what conditions, and by what means they will be delegated.

The best time to delegate is in the afternoon. You want to delegate work as the last thing of the day. In this way, it is beneficial for subordinates to prepare for tomorrow's work and make specific arrangements for how to complete tomorrow's work.

As an added benefit, employees can go home to sleep with their new tasks and concentrate on their work as soon as they arrive at the office the next day. Delegating work face-to-face is the best way to delegate. In this way, the delegation of work is convenient for the questions raised by the subordinates.

Get timely feedback and make full use of facial feelings and movements to emphasize the importance of work.

4. Develop a precise delegation plan.

Set a deadline for your subordinates to complete their work. Let him know that the deadline for completing the work can be postponed except in the worst environmental conditions. Explain to him how the deadline for completing the work is set

1. Analyze the goal: conduct an in-depth analysis of the goal, clarify the significance of the task to be completed, as well as staffing, resource support, etc. Analyze whether there are necessary conditions such as human, financial, material, time, and information necessary to achieve the goal.

What are the existing problems, whether they can be solved, and have a clear understanding of the requirements to be met by the task. After in-depth analysis, there is a high degree of agreement with the target result, and this buy-in is conveyed to other teams.

2. Make a plan

When formulating the work plan, we solicit the opinions of superiors, colleagues and subordinates, and go through a feasibility study for each plan, try to give full play to the subjective initiative, and consider which methods to use in order to turn the established goals into practical actions.

To develop a work plan, you can start by asking questions in different contexts. Know why to do it, what to do, who will do it, when to do it, where to do it, what is the result, etc., and formulate a detailed work planner according to the requirements of the project schedule to enhance everyone's determination and confidence to complete the task.

3. Selection and appointment:

Choose good talents and make good use of advantages "Those who have a big strategy do not ask about their shortcomings, and those who have virtue are not small flaws" Let the right people do the right work.

Promote strengths and avoid weaknesses, because of the use of talentsThe fundamental way to solve the waste of talent is how to give full play to the wisdom of team members.

4. Clear standards:

Have a clear understanding of the results of the work First of all, by analyzing the requirements of the task, there is a unified standard for the results to be achieved (explain the work content in as much detail as possible until the other party fully understands).

Strict time schedule requirements Let employees make schedules according to their actual situation, master the rhythm and progress, and have a certain degree of freedom, which is conducive to creativity.

Let the employee know what he can get In the process of hard work, employees want to get more than just material rewards, in addition to a certain sense of achievement and honor, they also value the opportunity to broaden their horizons, increase their knowledge, and improve their talents.