Improving the Delegation Process with Feedback

Instructor: Artem Cheprasov

Artem has a doctor of veterinary medicine degree.

Feedback is an essential part of the delegation process as it provides managers the opportunity to improve their ability to effectively delegate. This lesson reviews how feedback can be implemented to improve the delegation process.

The Importance of Feedback

One of the marks of a great manager is their ability to delegate, and while doing so, help their employees develop and grow their skills. Undoubtedly, learning how to improve your delegation skills will ultimately make you an effective leader. So how can you get better?

Feedback is the key answer. It's information that provides insight into your behaviors and performance. And when feedback is constructive, it sheds light on how you are doing in relation to your goals, and what you can do to optimize your performance or develop your skills further. This is perhaps the most compelling reason why many organizations incorporate feedback into their processes.

As a manager, you will, at some point, need to provide feedback to your employees. However, you must also be willing to receive feedback from those you are delegating tasks to. This is the only way you can improve the delegation process, and in effect, your ability to lead. Therefore, this lesson will focus on how to implement feedback for being a more effective delegator.

The Delegation Process

Understanding how to delegate effectively involves first understanding what delegation means. Delegation is a process where you are giving someone the responsibility of performing a task, for which you are, still, in the end, accountable for. The process begins when you identify a task that can be assigned and ends once the task is completed successfully. As you can imagine, feedback during this entire process is crucial for keeping everything and everyone on track!

Implementing Feedback About Delegation

Let's look at the below scenario to see how feedback can be implemented to improve delegation.

Katie is the manager at Wood Works, a company that makes custom furniture for clients. She assigns Mark a project to build a dining set, which he completes, but not without some challenges. Following the project, they meet to talk about it, where Mark provides Katie with the following feedback. He mentions that while he was excited to take on the project, he didn't know the exact measurements of the tables and chairs, it was hard to build the furniture because he didn't have all the tools, and he felt rushed. He continues to say that if he had more direction and resources, the task would have been easier for him.

Based on this information, what do you think Katie can do to improve the delegation process?

First, let's understand the main issues. Mark didn't know the requirements, which means he didn't have a clear understanding of the task. He also didn't have all of the proper tools, so he lacked the resources to do his job efficiently. Lastly, he felt rushed, so the timeline might have been unreasonable.

Once Katie understands the issues, she thinks of ways to prevent these from happening again. For example, when she delivers future tasks to her team, she will ensure that she communicates clearly by explaining the task and its objectives in more detail. Further, she will also confirm with the team that they understand exactly what is required of them. Next, Katie will ask if they have all of the resources they need. Lastly, she will also solicit feedback about her proposed deadlines, and if they aren't feasible, she will work with the team to establish a mutually agreed timeline.

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