Starting a micro or small business can be a thrilling adventure, but it can also be a treacherous path that leads to failure.
Unfortunately, many entrepreneurs fall victim to this fate due to a lack of proper planning and resources.
Right from the beginning, these ambitious individuals find themselves wearing multiple hats. They become the salesperson, the financial controller, and the HR manager.
One of the most underrated roles the small business owner will take on and hang to for as long as possible is human resource (HR) management. How hard can it be? It’s a specialist role that requires a lot of skill and arguably a particular temperament.
However, delegation is one skill that can be well honed and usual in the HR manager role.
What is delegation?
Delegation is assigning tasks, responsibilities, and authority to others within an organization. It involves entrusting a person or a group of people with the responsibility to complete a specific task or make decisions on behalf of the delegator.
While delegating takes a few steps, delegation is crucial to effective management and leadership. The main benefit is that it allows individuals to focus on their core responsibilities while empowering others to contribute to the organisation’s overall goals.
Just how hard can delegation be? It’s tough if you’re most comfortable getting on and doing the job yourself. Trust is an issue when it’s hard to let go and rely on someone else to deliver. While becoming a jack-of-all-trades is often part of growing a business, taking it to the next level will require expert delegating skills.
Effective delegation means that you are generating results through the actions of others. As an employer, you can do so by:
- Knowing and becoming familiar with the strengths of your employees;
- Developing these individuals;
- Giving them the freedom to take on greater responsibility and then,
- Holding them responsible.
We’ve outlined what this means with a step-by-step guide
How HR Can Delegate Successfully
Here are eight steps that you can take to manage employee delegation.
Select The Right Person
Recognizing the primary opportunities for delegation based on the expertise of your staff takes careful observation. When delegating tasks, you will need to consider individual team members’ skills, experience, and interests.
Then, choose individuals who can successfully complete the delegated task and who can benefit from the opportunity for growth.
Determining the outcome you expect will require you to chart what you’re asking for and when it needs to be completed.
Clearly communicate the objectives, goals, and expectations associated with the delegated task.
Ensure that the employee understands the importance of the task and its contribution to the overall success of the team or organization.
Assign Tasks and Agree Terms
Determine which tasks or responsibilities can be delegated without compromising the quality of work.
Consider each team member’s skills, strengths, and expertise to match tasks with their capabilities.
Confirm a shared understanding of the task at hand and the expected deliverables.
Provide Training and Support
Training and resources will be required. Ensure the employees have the resources, information, and support to complete the delegated task.
Be available for questions and provide guidance when needed. Consider your staff for refresher courses on project management and leadership.
Encourage Independence and Decision Making
When you delegate, you empower employees to make decisions within the scope of their responsibilities. You’re also encouraging problem-solving and critical thinking.
Set up regular check-ins or milestones to monitor progress and provide constructive feedback and praise for a well-done job.
Thank your employee for successfully completing the task. Highlight their efforts, learnings, and where there are opportunities for them to take on comparable or more significant responsibilities to grow as your business grows, too.
Always recognize and appreciate the efforts of employees who successfully complete delegated tasks.
Celebrate achievements to motivate and encourage a positive work environment.
HR can successfully delegate tasks to employees. Delegation is an essential driver of structural growth. Plus, it not only lightens the workload for the HR manager but also promotes employee development and engagement.
You must assess the delegation process’s effectiveness and identify improvement areas. Also, adjust delegation strategies based on individual team members’ performance and development needs.
There is some work and investment in HR management delegation; however, the outcome is your business fosters a culture of trust and collaboration within the team and ensures employees know they’re contributing to overall organizational success.
Keen to read more on HR Management? See this article on how technology improves staff management.