How to delegate authority
The effectiveness of delegation of authority is based on the fact that people tend to better solve problems that they are constantly engaged in. By delegating authority, you do not give instructions, but ask to take on some of the responsibilities. How is this best done? First of all, it's right to choose the one to whom you will transfer part of the authority. It must be a qualified specialist, well versed in what you want him to entrust. At the same time, it is desirable that it is at the lowest organizational level - i.e. directly participated in such work, but as a subordinate.
To start an employee needs to be prepared. Give him a clear idea of the result of the activity for which he is empowered. Bring the terms of work, the procedure for reporting for it, as well as the framework within which it can take the initiative. Perhaps he will have to report for each stage of the work, and maybe you will give him complete freedom of action.
Provide the employee with all the information necessary for the work and allow me to solve a number of issues on my own. However, it should not be delegated excessive authority and rights. This can lead to abuse of them. Do not control the subordinate too closely. Pay more attention not to the course of work, but to the result obtained.
Never delegate only pleasant or unpleasant errands. You need to entrust something not only when you are overwhelmed with work, but constantly. And do not be afraid to give subordinates difficult tasks - they stimulate professional growth, the responsibility of your employee and help to prepare successors for those or other positions. Responsibilities that can not be fully delegated include employment and dismissal, decision-making on wages, security issues.
If during the performance of the task the employee has come to a standstill and tried to return the delegated authority, this must be stopped. Explain to him that his decision must be implemented by himself. Always let the employee understand what prospects this or that task has. Knowing that he is waiting for a reward - financial reward, promotion or recognition, the employee will show more initiative and effort in the work.