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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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