Delegation Tips for Improving Workflow
February 2019
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Delegation Tips for Improving Workflow
Create an effective system of assigning tasks to your employees

As a manager or small-business owner, you may be tempted to personally oversee every task that comes your way. Doing so, however, will result in a backlog of work that may never subside.

That is why the art of delegation is a necessity for a successful manger to master. By determining which tasks to assign to your employees, you can increase workflow, improve productivity and get more accomplished.

Step 1: Look for work to assign

An important first step in determining which tasks to delegate is to determine how much work you have on your plate. Alyssa Gregory of The Balance suggests initiating a time audit to record how long each task takes you to complete.

If your workers are already overseeing some of these tasks, have them track the time for billable work as well. In doing so, you can determine how long it takes each employee to complete each task.

Step 2: Take advantage of your employees’ skills

Each of your employees has a unique set of skills that make them more apt to handle certain types of assignments. Forbes says to use those strengths to your advantage when delegating work. It’s important to consider your own personal skills also when determining which assignments to delegate.

If a certain employee is gifted at one type of work, but struggles with another type, consider assigning them tasks that align with their talents — at least at first. That will allow you to devote more time for training them on the second type of task, so that they can adopt more of those assignments down the road.

Step 3: Find an effective means of communication states that the most important factor in effective workflow delegation is communication. If you do not properly communicate what you expect from your employees, they will not be able to successfully take over assignments to alleviate your workload.

Gregory says that face-to-face meetings are ideal, but they aren’t the only option. You can also initiate teleconferences with your employees. Ian Wylie of The Telegraph suggests collaborating over the cloud as another option for managers to reach out to their employees.

Step 4: Be there without being overbearing

Assigning work to your employees is only the beginning of the delegation process. Forbes says that you’ll need to constantly check in on your workers without being overbearing.

Be ready to assist employees at the beginning of the delegation process to answer any questions they might have. After they get into the swing of things, Clark Valberg of Entrepreneur says it’s important to let your employees have their space.

Step 5: Keep a close watch on the delegation process once it’s initiated

Delegation isn’t a one-and-done process. It requires your constant supervision in order to be truly successful. states that you must constantly train employees on new tasks or change the tasks you have delegated to them. Wylie also says that you’ll want to monitor the productivity of your workflow and employees to ensure that the delegation process is working as it should. Most importantly, you must maintain a constant stream of communication with your employees to keep them up-to-date. Inform them of any changes that need to be made or new tasks that need to be adopted.

Attempting to take on all of the work that your line of business involves is a surefire way to create stress for yourself and problems for your projects. By successfully delegating tasks to your workers, you can help both them and your business cultivate success.

Published by Heritage Bank of Nevada
Copyright © 2019 Heritage Bank of Nevada All rights reserved.
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Disclaimer - All content contained in this newsletter is for informational purposes only and should not be relied upon to make any financial, accounting, tax, legal or other related decisions. Each person must consider his or her objectives, risk tolerances and level of comfort when making financial decisions and should consult a competent professional advisor prior to making any such decisions. Any opinions expressed through the content in this newsletter are the opinions of the particular author only.
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