How to delegate without having to redo it later
Posted: Wed Jan 29, 2025 6:23 am
The art of management is not only knowledge of management theory, but also always a little manipulation, understanding of the psyche. And if the team you carefully selected ignores important tasks and becomes active a couple of days before the salary, then this is a disaster for the business and your personal nightmare.
An assignment can be given in a million ways: at a planning meeting or in a line for tunisia whatsapp list coffee, or simply written in passing in an email message or in a CRM. An employee will inevitably forget or misunderstand poorly formulated requests. Some communication methods work more effectively, but it is not as easy to find them as it seems. An employee may miss a task at a meeting and misunderstand even a detailed assignment.
With proper management, any employee will reveal themselves as resourceful and creative. People really do cope with tasks differently depending on the formulation. What to do if efficiency drops and the usual methods do not work? We look for the root of the problem.
Thousands of people have worked at Megaplan throughout the company's existence. We observed the most productive and passionate ones, and then prepared techniques that every boss needs to become a superhero of their department. And this is not as easy as it may seem at first glance. So, how can you give assignments so that they want to be carried out? Compare two options:
Compare the two options
Any communication leaves an aftertaste and some expectations. What did each task leave behind? Which of the examples given gives more insight into the assignment?
The correct formulation of the question motivates, because the task is set from the problem. If you have done everything correctly, the employee will carry out the assignment independently and, most likely, with enthusiasm.
If you have done everything correctly, the employee will complete the task independently and, most likely, with enthusiasm.
By the way, to make life easier for the team and improve collaboration remotely and in the office, we at Megaplan have created online dashboards — with reports, kanban, and an activity feed on one screen. They help keep your attention on the most important things, save time on compiling reports, and clearly see the workflow: who is doing what and what they are discussing with whom. Your favorite dashboards are now in Megaplan! Find out more
But let's get back to our topic.
Why it's better to avoid orders
Tasks-orders shift the employee's focus from creative solutions to the need to report. The person in charge will work by inertia and within strictly defined limits. If told to prepare a presentation, the person will make a presentation without understanding why it is needed further and how it will help colleagues. Most likely, the project will be born in boredom, and the employee, quietly hating it, will get stuck in "Telegram" for an hour or two.
Task orders lead to unpleasant consequences:
A series of orders narrows the subordinate's horizons. The employee is responsible only for what he is formally assigned. If the result cannot be used further, it is not his concern.
The employee begins to resist because the boss does not see other options for a solution and “knows what needs to be done” himself, assigning him boring and unnecessary work.
Gradually, a person loses interest and sees no point in working creatively and offering his ideas.
An assignment can be given in a million ways: at a planning meeting or in a line for tunisia whatsapp list coffee, or simply written in passing in an email message or in a CRM. An employee will inevitably forget or misunderstand poorly formulated requests. Some communication methods work more effectively, but it is not as easy to find them as it seems. An employee may miss a task at a meeting and misunderstand even a detailed assignment.
With proper management, any employee will reveal themselves as resourceful and creative. People really do cope with tasks differently depending on the formulation. What to do if efficiency drops and the usual methods do not work? We look for the root of the problem.
Thousands of people have worked at Megaplan throughout the company's existence. We observed the most productive and passionate ones, and then prepared techniques that every boss needs to become a superhero of their department. And this is not as easy as it may seem at first glance. So, how can you give assignments so that they want to be carried out? Compare two options:
Compare the two options
Any communication leaves an aftertaste and some expectations. What did each task leave behind? Which of the examples given gives more insight into the assignment?
The correct formulation of the question motivates, because the task is set from the problem. If you have done everything correctly, the employee will carry out the assignment independently and, most likely, with enthusiasm.
If you have done everything correctly, the employee will complete the task independently and, most likely, with enthusiasm.
By the way, to make life easier for the team and improve collaboration remotely and in the office, we at Megaplan have created online dashboards — with reports, kanban, and an activity feed on one screen. They help keep your attention on the most important things, save time on compiling reports, and clearly see the workflow: who is doing what and what they are discussing with whom. Your favorite dashboards are now in Megaplan! Find out more
But let's get back to our topic.
Why it's better to avoid orders
Tasks-orders shift the employee's focus from creative solutions to the need to report. The person in charge will work by inertia and within strictly defined limits. If told to prepare a presentation, the person will make a presentation without understanding why it is needed further and how it will help colleagues. Most likely, the project will be born in boredom, and the employee, quietly hating it, will get stuck in "Telegram" for an hour or two.
Task orders lead to unpleasant consequences:
A series of orders narrows the subordinate's horizons. The employee is responsible only for what he is formally assigned. If the result cannot be used further, it is not his concern.
The employee begins to resist because the boss does not see other options for a solution and “knows what needs to be done” himself, assigning him boring and unnecessary work.
Gradually, a person loses interest and sees no point in working creatively and offering his ideas.