Content
- What is delegation?
- Why delegate authority?
- Types of delegated authority
- Common mistakes in delegation
- How to delegate tasks correctly?
What is delegation?
Delegation is the process of transferring certain tasks or functions from a manager to other employees. This necessity arises when the volume of responsibilities for a manager increases along with the development of the business or projects. The main principle of delegation is to gradually relieve the manager of tasks that can be performed by others. This allows the manager to focus on key aspects of their work, such as business development, strategic planning, and team organization.
For example, a freelance copywriter receiving numerous orders may find it challenging to handle the workload alone. In such a case, they might decide to register a limited liability company (LLC) and hire employees to perform simpler tasks. By delegating part of the work, the copywriter opens up new opportunities: they can take on more complex and interesting assignments, grow their business, and improve their managerial skills, which in turn expands their financial possibilities.
Why delegate authority?
The effectiveness of a manager is largely determined by their ability to delegate authority. Managers often have too many tasks, and if they try to do everything themselves, they risk burning out and not completing even half of their responsibilities. Moreover, a high dependency on one person for processes can be risky for the business. In the event of illness or resignation of the manager, it can negatively impact the entire team's performance.
Proper delegation benefits all participants in the process:
- The manager gains more time to address strategic tasks.
- Team members take on responsibility and develop professionally.
- The level of trust in subordinates increases, fostering synergy within the team.
Types of delegated authority
In management, there are two main types of delegated authority: line and staff.
Line authority
Line authority is passed down the hierarchy from top management to lower-level managers and then to performers. This type of delegation is characteristic of organizations with a clear management structure. For example, a CEO may assign tasks to branch managers, who in turn designate responsibilities among the heads of internal departments. It is essential to adhere to the principles of unity of command and manageability to avoid confusion.
Staff authority
Staff authority, unlike line authority, does not depend on the management chain. Managers and employees from different departments can share authority, consult each other, and participate in joint projects. There are several types of staff authority, including coordinating, advisory, and control authority.
Common mistakes in delegation
When delegating tasks, managers may make several common mistakes:
- Ignoring the principle of unity of command, which can lead to conflicts.
- Lack of prior planning for delegation, making it difficult to allocate tasks.
- Transferring managerial functions that should remain with the manager.
- Insufficient instructions and clear deadlines for task completion.
How to delegate tasks correctly?
Proper delegation requires a clear algorithm:
- What to delegate? Identify tasks that can be transferred.
- To whom? Choose the appropriate employee, considering their competencies and workload.
- When? Set clear deadlines for task completion.
- How? Prepare instructions and recommendations for the performer.
- With what result? Define the goals and expected outcomes of delegation.
Delegation is a skill that requires attention and practice. If done correctly, it will free up time for managerial tasks and help employees develop new skills and grow professionally.