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What are three work tasks that managers could successfully delegate to employees? Why?
Additional tips for high-performance employee partnering delegation are: • Adjust your attitude and be willing to hand over control, if you can. • Identify which tasks can be delegated, [ and then define the delegation for your employee. • Create a training program because delegating without educating is a formula for disaster. • Show trust in your team and encourage trust between members.
Your employees will enjoy no greater honor than your trust. • Spell out the limits, explain results wanted and define authority. Create a safety net so individuals can take risks. Even if they make mistakes, acknowledge the risks they took. • Ask for, and agree on, a project/delegation deadline. Let employees tell you when they can get it done. Give the time parameters, and then get out of their way. • Set intermediate goals and make sure the goals are being achieved. Regular follow up is crucial to success. A new employee, however, will need much more follow up than a veteran employee. • Delegate with a purpose—don’t assign busy work. Explain the reason for the delegation and how the activity affects the workplace as a whole. Your employee will then have a buy-in—or better yet, an ownership of the project. • Delegate the “what,” not the “how,” and get out of the way. Do not micro-manage. • Be honest with your team members and assign tasks fairly based on ability and past performance. Be careful of the teacher’s pet syndrome—discrimination, for whatever reason, is destructive to workplace harmony. ]
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User: What are three work tasks that managers could successfully delegate to employees? Why?





Weegy: Additional tips for high-performance employee partnering delegation are: • Adjust your attitude and be willing to hand over control, if you can. • Identify which tasks can be delegated, [ and then define the delegation for your employee. • Create a training program because delegating without educating is a formula for disaster. • Show trust in your team and encourage trust between members. Your employees will enjoy no greater honor than your trust. • Spell out the limits, explain results wanted and define authority. Create a safety net so individuals can take risks. Even if they make mistakes, acknowledge the risks they took. • Ask for, and agree on, a project/delegation deadline. Let employees tell you when they can get it done. Give the time parameters, and then get out of their way. • Set intermediate goals and make sure the goals are being achieved. Regular follow up is crucial to success. A new employee, however, will need much more follow up than a veteran employee. • Delegate with a purpose—don’t assign busy work. Explain the reason for the delegation and how the activity affects the workplace as a whole. Your employee will then have a buy-in—or better yet, an ownership of the project. • Delegate the “what,” not the “how,” and get out of the way. Do not micro-manage. • Be honest with your team members and assign tasks fairly based on ability and past performance. Be careful of the teacher’s pet syndrome—discrimination, for whatever reason, is destructive to workplace harmony. ]
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Expert answered|Controler|Points 704|

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Our company is all about lives.We create solutions that changes lives.We have all kinds of different programs for different lives. Ninety three cents of every dollar we make goes to support our programs.Every employee or client is treated with dignity and respect.Its about people and helping them and enhancing their lives.
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