To effectively delegate, you have to allow your employee some freedom in how a task is completed. Not everyone has the same skills or works the same way. To get the best outcome it helps to let your employee know they can adapt their unique skills to the task in a way that they are comfortable with.
Good managers know that it takes a balance of employee responsibility and executive authority to get results. Employees must also be held accountable for their performance.
To save time and frustration, try to make as few changes to the assignment as possible after it is given to an employee. Repeatedly changing they task will only breeds frustration and make a positive outcome less likely.
It can lead to the employee losing interest and motivation in the project. They may begin to doubt themselves and their ability to complete the task. If the work is taken back or reassigned, it can undermine the employee’s confidence. It is also a sign that the manager has failed in their ability to delegate.
When you transfer authority to a subordinate it gives them an opportunity to use resources they might otherwise not have access to. This can improve their self-esteem and make them work harder. It can be a good motivational tool.
Be sure to give your employee enough authority to get the job done. That way, things will run smoothly in your absence and you can leave the office knowing that things are under control.
Your employees need to know that you have confidence in their ability to do their jobs. Micromanaging them benefits no one. If you assign a task give them the latitude to perform it as they see fit as long as produces the correct outcome.
Most of all, a good manager allows employees to make mistakes and helps them to learn from them. Don’t leave new employees alone too much or they may feel adrift on a project. Check in regularly to see their status and answer their questions so they can carry on. That way you will be more likely to see a favorable outcome.