How to delegate authority
The effectiveness of delegation of authority based on the fact that people tend to be better to solve the problems, which they do constantly. Through delegating, you give the order, and ask to take on some responsibilities. How to do it better? First and foremost – the right to choose to whom you will transfer part of its powers. This should be qualified, well versed in what you want him to charge. It is desirable that he was at the lowest organizational level – i.e. directly involved in such work, but as a subordinate.
For starters, the employee needs to prepare. Give him a clear idea of the activities for which it empower. Bring the timing of the work, reporting for her, as well as the framework within which it can take the initiative. He might have to account for each stage of the work, and maybe you give him complete freedom of action.
Give the employee all the necessary information and allow a number of issues to solve on their own. However, it is not necessary to give excessive delegated powers and rights. This can lead to abuse. Do not try to control the slave too closely. Pay more attention to the progress and the result.
Never delegate only pleasant or unpleasant order. Charging need something not only when you are overworked, and constantly. And don't be afraid to give my employees a hard job – they stimulate professional growth, responsibility your employee and help to prepare the successors for given positions. To those duties to delegate can not include hiring and firing, making decisions on wages, safety issues.
If during execution of the task the worker is stalled and tried to return delegated authority, it is necessary to stop. Explain to him that his decisions in life have to implement it myself. Always let the employee understand what the prospect is fraught with a particular task. Knowing that it'll be awarded financial reward, raise, or recognition, employee show more initiative and effort in work.