Assigning tasks to employees is an art, one of the factors that promote business growth. But not every level of management can distribute the right people, and that leads to poor performance. This article will help managers know how to assign tasks accordingly.
1. Mistakes when distributing tasks to employees from the management level
Standing in the role of a manager requires personnel to have many skills to lead employees. But many managers make the mistake of distributing tasks to their subordinates and dramatically reducing performance. The reasons are:
- Superiors hold too much work on themselves – This happens when a manager is too confident in his ability to “weigh” it all. It proves that the manager lacks the overall view and has no trust in the subordinates. It will also create a gap between the boss and the employee, and lacking talent because they cannot have experiences with real situations.
- Only assign work to long-term employees – The tactic of distributing tasks to experienced workers is good because they can solve the assignment faster and significantly. But it prevents new employees from showing off their talents, wasting resources. Who can ensure that longtime employees do not leave the business? Because of the lack of opportunities for newcomers to experience, they can not accommodate in time.
- Poor skills in distributing tasks to employees – The mistake of management is to assign the wrong person to the appropriate assignment. Because the employee is not capable or exceeds their ability, or gives unclear instructions is also the cause of the boss’s ineffective distribution.
2. The art of effectively distributing tasks
To avoid affecting work output, managers should refer to the following ways of assigning tasks:
- Assigning tasks to the appropriate capacity – As a talented manager, you must understand the current employee’s capacity to assign the right task, and help them promote their strengths. When assigning tasks like that, employees will stick around longer because they see the value they contribute to the business.
- Clear work, specific deadlines – A manager who wants employees to respect must know how to divide work clearly at, particular time. Because they will see that the management has skills in organizing and working scientifically, this is a motivation to motivate employees to work more productively. In addition, management should also proactively confirm that employees have fully understood the distributed tasks, to ensure results.
- Building relationships with subordinates – Subordinates are effective partners to help managers solve problems at work and also colleagues. Therefore, managers should build a bond with them by talking regularly about their work, sometimes meeting to increase bonding. Thus, employees will love and wholeheartedly work for the boss.
- Do not give orders, but join with employees – Despite a higher position than employees, managers should not give orders to force subordinates to work. It will affect productivity, employee resistance. Therefore, the managers must be the companion and support staff to complete the task. It is the shortest way to close the gap between boss and employee. The boss can get to know the employee better. Employees will eliminate the “boss obsession” and will devote themselves to it.
- Showing the role of a manager – For employees to respect and work seriously, the management level must flexibly show the role of “leader”, must be an example from the smallest act. In addition, managers must also be goal-oriented and evaluate employees’ work for them to strive.
Based on the art of assigning work to the above employees, managers can apply the skillful way. And to increase efficiency, the boss must show his leadership ability.
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