Tags |
|
|
Links |
|
|
Suggest You - Delegating as a Motivational Tool
Do you find yourself easily becoming bored or tired at work for no apparent reason? If that's the case, then pay close attention. Research has shown that fatigue and a worn-out feeling are often caused by unproductive mental attitudes. If this describes your case, read on to learn six ways you can overcome boredom.* 1. Actively listen to everyone you meet: When you're interested in people, life is never flat or dull. And when you listen actively, you are so involved in what the other person has to say that you soon lose sight of your own predicament.* 2.
Misstep: Passing the Blame
Any time you delegate, you share responsibility with the employee. Ultimately, however, you are the one accountable for the accomplishment of the task. If the outcome does not meet your boss’s expectations, then let the buck stop with you. Exposing the employee to blame will certainly reduce their motivation the next time you have a project that needs their talents.
Misstep: No Acknowledgement<
Design takes many forms in different contexts. In the applied arts, such as graphic design, industrial design, fashion design, functional art, and decorative art, design is considered a noun as it is a verb.Such is also the case in engineering, architecture and other creative activities. Design allows human beings to effectively communicate ideas and information. It cuts across a wide range of applied arts from fashion design to industrial design.Design as a noun can refer to a drawing or a sketch. It could also be a graphic representation of a detailed plan for co
A few months ago, I had an experience as a volunteer at my daughter’s elementary school that highlighted just how motivating (or de-motivating) the delegating process can be. I volunteered to produce the second-grade classroom newsletter with another mother who has computer skills. The teacher handed over 25 paragraphs written in the inimitable style of six and seven-year olds. She gave no instructions but requested that the newsletter be completed by the following week and said, “I should just type the paragraphs as the kids wrote them.” I dutifully found a newsletter template, entered the kids’ journalistic efforts (complete with spelling, grammar and punctuation errors which were adorable), added clip art, and printed 25 copies to go home with the kids. I thought my handiwork was competent, creative, and pretty darn cute.
Imagine my surprise when the following month the newsletter was delegated to my colleague who produced an equally attractive newsletter on the same template but with 25 journalistic entries that were well-spelled, grammatically correct, and perfectly punctuated. “What’s up with that?” I wondered. When I checked with her, she informed me that the principal of the school was not at all happy with the first newsletter and requested that all future editions be corrected before printing copies for the kids.
Whether you agree or disagree with the principal’s request, the fact remains that this was a great example of how not to delegate a task! And yet, it happens all the time when managers do a poor job of delegating in the business world. So let’s parse out the delegating missteps in this common example:
Misstep: Unclear Expectations
Before passing on an assignment, lay out your expectations. If there are standards that need to be met, communicate them and explain their importance. Give your employee the opportunity to ask questions and present ideas.
Misstep: Little or No Feedback
Ask for an early check-in conversation to be sure that you answer any questions that have come up about the assignment. Offer clarification or feedback early in the process so that your employee has the opportunity to succeed at the task.
Misstep: Indirect Communication
If you are unhappy with the work of an employee, communicate those concerns directly to him or her and how they can be addressed. Never give that feedback to a co-worker or expect a co-worker to deliver your feedback.
Misstep: No Collaborative Problem Solving
When you delegate an assignment that doesn’t go as planned, continue to work with the employee. Don’t take it back or give it to another co-worker. Use the delegated task as a way to develop the employee’s skills and experience. Work jointly to improve the quality of the result. Managers who fail to do this wind up with employees who resist taking on new assignments.
Misstep: Passing the Blame
Any time you delegate, you share responsibility with the employee. Ultimately, however, you are the one accountable for the accomplishment of the task. If the outcome does not meet your boss’s expectations, then let the buck stop with you. Exposing the employee to blame will certainly reduce their motivation the next time you have a project that needs their talents.
Misstep: No Acknowledgement<
We've covered the basics of writing a restaurant business plan in another article, but here are some more tips to help you really make your plan pop and create an extremely positive impression on your partners, lenders or investors when you present it for their inspection.Do add an extensive appendixYou can throw everything in here you can think of- the more there is, the more you give the impression you have been hard at work on gathering info, doing research and generally getting things started as opposed to simply wishing it was going to happen.You
Imagine my surprise when the following month the newsletter was delegated to my colleague who produced an equally attractive newsletter on the same template but with 25 journalistic entries that were well-spelled, grammatically correct, and perfectly punctuated. “What’s up with that?” I wondered. When I checked with her, she informed me that the principal of the school was not at all happy with the first newsletter and requested that all future editions be corrected before printing copies for the kids.
Whether you agree or disagree with the principal’s request, the fact remains that this was a great example of how not to delegate a task! And yet, it happens all the time when managers do a poor job of delegating in the business world. So let’s parse out the delegating missteps in this common example:
Misstep: Unclear Expectations
Before passing on an assignment, lay out your expectations. If there are standards that need to be met, communicate them and explain their importance. Give your employee the opportunity to ask questions and present ideas.
Misstep: Little or No Feedback
Ask for an early check-in conversation to be sure that you answer any questions that have come up about the assignment. Offer clarification or feedback early in the process so that your employee has the opportunity to succeed at the task.
Misstep: Indirect Communication
If you are unhappy with the work of an employee, communicate those concerns directly to him or her and how they can be addressed. Never give that feedback to a co-worker or expect a co-worker to deliver your feedback.
Misstep: No Collaborative Problem Solving
When you delegate an assignment that doesn’t go as planned, continue to work with the employee. Don’t take it back or give it to another co-worker. Use the delegated task as a way to develop the employee’s skills and experience. Work jointly to improve the quality of the result. Managers who fail to do this wind up with employees who resist taking on new assignments.
Misstep: Passing the Blame
Any time you delegate, you share responsibility with the employee. Ultimately, however, you are the one accountable for the accomplishment of the task. If the outcome does not meet your boss’s expectations, then let the buck stop with you. Exposing the employee to blame will certainly reduce their motivation the next time you have a project that needs their talents.
Misstep: No Acknowledgement<
Everyone in business will eventually face a real crisis of conscience at some point or points in his or her career. Before you face that critical choice, I believe most people would say it is easy to think that they will act ethically, no matter what the personal cost. However, what will you really do when you are faced with the personal cost of losing the job you love (or desperately need) and placing your family’s welfare and your own self worth in jeopardy?How confident are you that you will act ethically? How valuable are your ethics to you? Does your salary buy b
Whether you agree or disagree with the principal’s request, the fact remains that this was a great example of how not to delegate a task! And yet, it happens all the time when managers do a poor job of delegating in the business world. So let’s parse out the delegating missteps in this common example:
Misstep: Unclear Expectations
Before passing on an assignment, lay out your expectations. If there are standards that need to be met, communicate them and explain their importance. Give your employee the opportunity to ask questions and present ideas.
Misstep: Little or No Feedback
Ask for an early check-in conversation to be sure that you answer any questions that have come up about the assignment. Offer clarification or feedback early in the process so that your employee has the opportunity to succeed at the task.
Misstep: Indirect Communication
If you are unhappy with the work of an employee, communicate those concerns directly to him or her and how they can be addressed. Never give that feedback to a co-worker or expect a co-worker to deliver your feedback.
Misstep: No Collaborative Problem Solving
When you delegate an assignment that doesn’t go as planned, continue to work with the employee. Don’t take it back or give it to another co-worker. Use the delegated task as a way to develop the employee’s skills and experience. Work jointly to improve the quality of the result. Managers who fail to do this wind up with employees who resist taking on new assignments.
Misstep: Passing the Blame
Any time you delegate, you share responsibility with the employee. Ultimately, however, you are the one accountable for the accomplishment of the task. If the outcome does not meet your boss’s expectations, then let the buck stop with you. Exposing the employee to blame will certainly reduce their motivation the next time you have a project that needs their talents.
Misstep: No Acknowledgement<
Broadband Internet connections are changing the way people go to work. Imagine not having to sit in a traffic jam, and just getting up in the morning and starting to work from your computer at home. This is not science fiction. If you already have a fast Internet connection, all you need to do is add a web cam and some conferencing software and you can enjoy the benefits of telecommuting.If you are not sure how you can benefit by telecommuting and using web conferencing, consider these points:1. You can save time and money by avoiding physical commutingIt i
Misstep: Little or No Feedback
Ask for an early check-in conversation to be sure that you answer any questions that have come up about the assignment. Offer clarification or feedback early in the process so that your employee has the opportunity to succeed at the task.
Misstep: Indirect Communication
If you are unhappy with the work of an employee, communicate those concerns directly to him or her and how they can be addressed. Never give that feedback to a co-worker or expect a co-worker to deliver your feedback.
Misstep: No Collaborative Problem Solving
When you delegate an assignment that doesn’t go as planned, continue to work with the employee. Don’t take it back or give it to another co-worker. Use the delegated task as a way to develop the employee’s skills and experience. Work jointly to improve the quality of the result. Managers who fail to do this wind up with employees who resist taking on new assignments.
Misstep: Passing the Blame
Any time you delegate, you share responsibility with the employee. Ultimately, however, you are the one accountable for the accomplishment of the task. If the outcome does not meet your boss’s expectations, then let the buck stop with you. Exposing the employee to blame will certainly reduce their motivation the next time you have a project that needs their talents.
Misstep: No Acknowledgement<
What you thought is enough to start a restaurant business could be the same thing which could cause your business downfall in less than a year. You may be an expert entrepreneur or you may have inherited a family business but have no background about restaurant and catering at all – no matter the qualifications you have, some things are better studied first hand than realized later. And later could be too late.First of all, do yourself a favor by getting to know what are restaurants and its nature. The important and primary things should never be ignored and forgotten. In
Misstep: Passing the Blame
Any time you delegate, you share responsibility with the employee. Ultimately, however, you are the one accountable for the accomplishment of the task. If the outcome does not meet your boss’s expectations, then let the buck stop with you. Exposing the employee to blame will certainly reduce their motivation the next time you have a project that needs their talents.
Misstep: No Acknowledgement
Take time to sincerely acknowledge an employee’s efforts on any project. With a little thought, you can express appreciation in one or two areas. For example, did their work demonstrate creativity? Did the employee research and identify resources to use? Did they develop a useful template? Did they meet the deadline? Acknowledge those contributions.
Follow these key delegating steps and you will create the kind of motivating work environment in which employees want to take on new projects and feel good about their efforts:
1) Clarify your expectations at the outset
2) Offer feedback throughout the process
3) Communicate directly with the employee
4) Collaborate to resolve problems or issues
5) Hold on to accountability for the outcome
6) Sincerely acknowledge the employee’s efforts
HTTP = HTML link (for blogs, profiles,phorums):
<a href="http://www.suggestyou.com/article/21288/suggestyou-Delegating-as-a-Motivational-Tool.html">Delegating as a Motivational Tool</a>
BB link (for phorums):
[url=http://www.suggestyou.com/article/21288/suggestyou-Delegating-as-a-Motivational-Tool.html]Delegating as a Motivational Tool[/url]
Related Articles:
Bookmark it:
|