Here's how you can enhance your effectiveness as a Manufacturing Engineer through delegation skills.

To be a successful manager / leader you must delegate the work to your team members after training, qualifying them and supervise their work. This delegation lead to dependable and trustable team that can handle the work with a good quality and efficiency.

Delegating tasks to your colleagues shows that you trust them, which boosts morale and motivation. It also encourages teamwork and sharing of knowledge, leading to better productivity. Overall, it helps everyone feel more responsible and accountable for their work.

I’ve been a Team Leader as a Successful Six-Sigma Quality/Yield Improvement Test Engineer with Complex High Volume Manufacturing and some key requirements are: 1. Buy-In or Empowerment & Effective Communication to align goals and provide more eyes on issues. 2. Resolve issues ASAP to experience results and remove the noise moving toward Continuous Improvement and a Learning Organization. 3. Continuous Improvement and a Learning Organization depends on Continuity of Personnel and Consistency of Message. 4. My experience is that there are a couple of issues that create a Yield Noise Level in Manufacturing that once removed make it easier to approach Six-Sigma Zero Defects. I appreciate any comments or questions? Thanks, Roy M Merino, MBA

Effective delegation involves matching employees' skills with the appropriate tasks and trusting their chosen methods to achieve results. It is important to closely monitor the outcomes and provide coaching as needed to ensure the project stays on the right track. By doing so, we can guide the results in the desired direction while fostering a sense of autonomy and responsibility among team members.

This approach not only ensures effective task completion but also promotes professional growth and job satisfaction among team members.

It’s also important to highlight that every weakness has a counteracting strength. It is because human limitations dictate that we cannot become extremely capable in everything. If a person is resistant to change, he or she is very good at adhering to established protocols that have stood the test of time. If a person feels incapable of performing repetitive tasks, he or she may be more creative and thrive in exploring different ideas. Thus, delegation involves identifying the strengths that are required in the team while being able to bear the “weaknesses” that come as their necessary counterparts.

Work objectives All the team members must clearly know work objectives So all the time every one in the team will do the best to achieve these objectives. Also leader can delegate the proper objective to the proper person in the team

In my experience setting clear objectives helps the team to understand the project (set goals and targets), idetifies the key tasks (who and what), selects the right team members (skills required for said objective), which enhances the effectiveness of delegating the team and drive a successful project.

Empowering is like like giving freedom. But to do that proper controls should be in place. In my opinion, we have to ensure that the organization consistently develops the level of controls, under which the creativity can grow. Otherwise we may face downtimes and loses.

What I have found helpful in successful teams and leadership roles, is when the team is selected based on the skillset required for the project you provide the team autonomy to demonstrate your Trust in their ability and Empower them to take full ownership to deliver and feel achievement completing what they were tasked/delegated. While as the leader, be available to answer questions for clarity, provide guidance and acknowledge their success.

Empower and Trust to me is definitely the crititcal step of being an effective manager. You have done the work and know you can do the work, however, as a manager, your main goal is not to do the actual work but making sure that it gets done, provide the tools and resources, and clear away any obstacles so the work can be done. What remain is the trust of your team and empowering them to take ownership of the tasks. By providing the team your support and let them own the work, instead of micro-managing them, I find that the team is more productive and motivated to complete the tasks.