What do you do if you're unsure which tasks to delegate as a supervisor?

One thing to keep in mind when delegating tasks outside of skill sets - is there a desire to learn something new beyond your team members strengths. Often times people want the challenge to learn new things but then again sometimes not. Your goal as a supervisor is to know your people as best you can. Take the the time to get to know them, what they like, dislike, ask how they are doing - this technique really aides in finding the right person for the task.

In my experience communication is key! If the task you’re delegating involves risks they need to be communicated and discussed with the supervisor. Also, does he/she/they have the time and capability to execute them? Require training? Just have the talk!

When deciding which tasks to hand over, I would step back and look at the whole picture. What needs to be done to reach my team's goals? Are there tasks that only I can handle because of my expertise or position? Think about what each team member is good at and where they could use some growth. And don't forget to consider how much they already have on their plate. The goal is to find the right balance that helps my team thrive and gets the job done effectively.

You need to Analyse the task before if you're unsure what to delegate to your team. The risks that might be encountered while performing the task.

Para que você possa decidir sobre quais atividades deve delegar como supervisor, é imprescindível que você lista quais s?o as responsabilidades que est?o sob o seu comando e quais tarefas precisam ser realizadas rotineiramente. N?o se pode delegar nada antes de saber o que há para ser feito.

One thing that works for my team is delegating work based on strengths. Especially working on the multi-family industry. Sometimes you get overwhelmed with many diferent tasks. But when you use your team's strengths, you can move along faster while also keeping focused. You want to do things right the first time to avoid repeated calls. If the bulk of the work is electrical, then use your tem member with the best electrical experience and so on.

Feeling stuck on what tasks to delegate? Begin by thoroughly assessing the tasks at hand. Know what each entails and its importance. Then, align these tasks with your team members' individual strengths and areas for growth. Openly communicate expectations and provide the necessary resources for success. Regularly monitor progress, offering feedback and support where needed. Don't hesitate to make adjustments as circumstances change. This not only empowers your team but also fosters professional development and a collaborative environment.

Para delegar, você precisa conhecer as habilidades de sua equipe. Depois de mapear quais tarefas precisam ser executadas, você vai decidir quem é a pessoa mais preparada para realizar cada tarefa. Algumas vezes, uma só pessoa é a mais preparada para todas as tarefas. Neste caso, você deve preparar outras pessoas da equipe, com treinamento adequado e acompanhamento, para que as habilidades possam ser desenvolvidas em várias pessoas.

It is also important to consider the value proposition of assigning a task to a specific member, especially when working with cross-functional teams. For instance a team member is the best fit for a particualr technical task however, they possess superior influential and mobilisation skills.In this case, it might be in the be more beneficial to assign the technical role to another person and leave this team member to assist in getting the team together.

Think about enabling your team to grow. Empower them to make decisions but keep in mind they will need guidance at some point, didn’t we all? Servant leadership a the key. Empowerment will ultimately lead to built confidence and an independent team member which will make that link on your team stronger.

Ive found it very interesting to go around the table asking everyone “If they could let me know what they have learnt about their college since working with them” this seemed to help obtain everyones skills , passions, hobbies, etc more than asking the individual (I’ve learnt most seem to find it uncomfortable to boast about themselves)

Communication is the word. When you have many moving parts, they all need to know what the other one is doing and when. Always communicate with everyone on your team. This will avoid team members doing the same tasks, or some not knowing what to work on.

Ao delegar tarefas, certifique-se de que você explicou claramente o que deve ser realizado e de que a pessoa entendeu tudo o que você disse. A comunica??o clara e transparente evitará erros e desgastes desnecessários. Esteja sempre pronto para esclarecer e explicar novamente, caso hajam dúvidas na execu??o. Lembre que a responsabilidade continua sendo sua, mesmo quando você delega a atividade para alguém.

Quando você delega atividades, deve continuar monitorando e acompanhando o seu resultado. As corre??es de rota precisam ser feitas de imediato, evitando o desperdício de tempo, dinheiro e o retrabalho. O resultado é responsabilidade de quem delegou a tarefa, junto com o executor. Você n?o vai poder se eximir da culpa de forma alguma, mas será ainda pior caso tenha delegado de forma incorreta e n?o tenha monitorado os resultados.

Emergencies happen all the time. Plans will change. Being able to make changes on the spot will go a long way. Always have a plan b and plan c. Don't put all your eggs in one basket as they say.

Se você é um microgerenciador ou n?o está habituado a delegar atividades, pois sempre teve que fazer sozinho, comece a se acostumar delegando pequenas atividades para os membros da sua equipe. Você precisa aprender a delegar para que a equipe se sinta confortável em trabalhar com você. N?o há nada pior do que um líder centralizador ou microgerenciador, querendo saber de cada milimetro de tarefa executado. Faz parte da evolu??o de todos os líderes, que querem voar mais alto, delegar as tarefas para a sua equipe.

Here's what else to consider when you unsure to delegate the purpose of task the skills and abilities of the team member the level of autorithy and autonomy the potential risk and challenges communicate efficiently track progress & ask feedback mark deadline with timeline engaged and involved the team train and supervise help employees set their goals to improve their performance define the task confirm in your on mind that the task is suitable to be delegate provide adequate support select the individual or team do start by delegating small tasks before handing off bigger projects take time to teach, show trust providing constructive feedback determine what tasks to delegate identify the team's strenghts make resources available & ready

A nice idea i do, analyze the importance of delegating or doing it yourself, then determine the consequences of both, then you can make your decision based on facts that will happen if you do or don’t