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ACCOUNTABILITY: Delegation is not complete unless subordinates are held accountable for their work. They should be accountable to only one person—usually their immediate manager—and must understand what criteria will be used in judging their performance. They must also understand that unless the job is done successfully, they will be replaced. Though ultimate accountability cannot be transferred and does rest with the manager, managers must be willing to support the actions and decisions of those in whom they have placed their trust. They must stand behind the results—whether good or bad.

DEFINING OBJECTIVES: Managers should write down all provisions discussed verbally, including the objectives of the assignment, the resources necessary to carry it out, the degree of authority being transferred (including access to funds), time limits involved, and when and how results are to be reported. Managers should also put in writing all expectations, priorities, foreseeable problems, and any other relevant information that can aid the subordinate. This written record not onl

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be used in judging their performance. They must also understand that unless the job is done successfully, they will be replaced. Though ultimate accountability cannot be transferred and does rest with the manager, managers must be willing to support the actions and decisions of those in whom they have placed their trust. They must stand behind the results—whether good or bad.

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There is a huge problem in the truck washing industry right now and that is the labor shortage. Truck washes cannot afford to hire illegal aliens because they might be caught and shut down. And truck drivers tend

gers must be willing to support the actions and decisions of those in whom they have placed their trust. They must stand behind the results—whether good or bad.

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l provisions discussed verbally, including the objectives of the assignment, the resources necessary to carry it out, the degree of authority being transferred (including access to funds), time limits involved, and when and how results are to be reported. Managers should also put in writing all expectations, priorities, foreseeable problems, and any other relevant information that can aid the subordinate. This written record not on

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n and how results are to be reported. Managers should also put in writing all expectations, priorities, foreseeable problems, and any other relevant information that can aid the subordinate. This written record not only increases clarity and avoids misunderstandings, but provides a useful record of the delegation.

REVIEW RESULTS, NOT METHODS: Once a task is completed, the manager and employee should sit down together and evaluate the results—not the methods. When results do not measure up to expectations, managers must access the consequences. They must determine why the employee failed and then check to see whether he or she misunderstood objectives and standards. Additionally, fault may be determined to lie with a manager who failed to make himself or herself readily available for assistance, a sign of insufficient coaching.

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How many emails do you send each day? If you are anything like me, you probably send hundreds of emails for every one print letter. Most businesses use letterhead for their print correspondence but miss out on extending their branding to virtual communications.

Martha was very active with the church. Being a daughter of a preacher, this individual spent a lot of time helping others in the homeless shelter after finishing up the assignments given out in school. Unfortunately, the old place was getting dilapidated. There were leaks coming from the ceiling and the paint on the walls was already coming off. Martha knew something had to be done before the building inspector will condemn the place.

There’s a good chance that there will come a time when you look at your bank account and say to yourself, “I don’t have enough money to pay my bills”, or at the very least say, “I can’t go on holidays because there’s not enough money to pay for it”.

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Actual for You - Delegation: How to Delegate Effectively

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