1. Communicate the task to a well-qualified and responsible subordinate. At this stage, do your best to give details of exactly what you want done, when you want it done, and what end results you seek. Be careful not to give too many details, however, as this can seem insulting.
2. Provide context for the task. It’s also important to let the subordinate know why he or she must complete the task. Show the big picture and cite the consequences of a poor or ineffective job to the business or department.
3. Agree on standards with the subordinate that will be used to measure how well the task was completed, and if completed at all. Like goals, make sure standards set are realistic and attainable, and the subordinate is committed to meeting them.
4. Give authority needed for the task. There is only so much that can be done in overcoming roadblocks in the process, particular if there is significant red tapism in the company.
5. Provide the resources required for successful completion to the best of your ability – money, the right training, etc. – and when appropriate.
6. Give credit and appreciation when task is well completed. This inspires subordinates significantly. If not well completed, sit down with the subordinate and explain what could have been done better in a stern yet respectful manner.
We hope these help! You might also find it helpful to learn about the different personality types and how they work.
Read also:
How To Be An Effective Manager
Importance of Teamwork on the Job
5 Elements of a Winning Game Plan
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