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Last updated on 2024年8月2日

Here's how you can build trust and confidence in your employees to delegate important tasks.

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As a small business owner, you understand the importance of delegation to ensure your business runs smoothly. The key to successful delegation lies in building trust and confidence in your employees, empowering them to take on important tasks with competence and enthusiasm. By investing time in your team's development and creating an environment of mutual respect, you can set the stage for a more efficient, productive, and harmonious workplace. Let's explore how you can achieve this.

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Gopal Achary

Head HR at Puranik Builders Ltd | CII - Assessor | Rotarian

1 个答复
Shweta Agrawal

Shweta Agrawal: Co-Founder and Chief Product Officer at myDayOne Thought Leader in Skilling, Scaling Up, and Talent…
Deborah Daniel

Helping Entrepreneurs Pay the Least Tax Possible- CPA, Money Expert, Entrepreneur, Speaker, Podcast Host

1 Trust Basics

Building trust with your employees starts by showing that you believe in their capabilities. Start small by giving them tasks that play to their strengths and provide clear instructions. As they complete these tasks successfully, their confidence will grow, and so will your trust in them. It's essential to provide feedback, both positive and constructive, to reinforce their good work and guide improvements. Remember, trust is a two-way street; show your employees that they can trust you by being transparent about business goals and challenges.

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Gopal Achary

Head HR at Puranik Builders Ltd | CII - Assessor | Rotarian
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To gain trust, one need to build credibility of self. Credibility is build by your acts. The higher, the rate of "Say to Do" ratio the more credibility is built over the time. Deliver what you promised, if not face people without authority.

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Sheila Vollendroff

Experienced Production Assistant
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As a new PA, (and new to management myself in general,) working for a company with many different ethnicity employees I had a lot of language barriers. I had one employee that I needed to fill positions to give out breaks. I built trust, earned her respect, built communication. After I was able to overcome that she would willingly do what I asked of her! I had earned her respect. She showed me how to write my name in her language which was pretty cool!

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Patricia I. Keller

Asesora en Estrategias y su implementación (transición, gestión, liderazgo y formación de equipos, cultura organizacional, RRHH)
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Trust is something that is built on clear and transparent values & principles, followed by consistent actions. When we lead by example and create a safe environment for our team, they will feel more confident to speak up, propose ideas and solutions to be discussed - and implemented later on.

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2 Open Dialogue

Encourage an open dialogue within your team by creating a safe space for communication. This means actively listening to your employees' ideas and concerns and considering their input when making decisions. When employees feel heard, they are more likely to take ownership of their work. Regular team meetings and one-on-one discussions can foster this sense of inclusion and ensure everyone is on the same page, which is crucial when delegating important tasks.

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Christine Lewis-Anderson BA,MT(ASCP) BB

Perpetual Inventory Clerk at Macy's
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I agree ?? When I was growing up I saw how crucial listening to others was I also felt that inclusion made a difference in people's lives I think that open dialog encourages transparency I want to know what is going on with my team We need to know what each other's intentions are for sure

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3 Empowerment Key

Empowerment is the key to successful delegation. This involves providing your employees with the resources and authority they need to complete tasks effectively. Offer training opportunities to help them develop the necessary skills and knowledge. When employees feel empowered, they are more likely to take initiative and approach tasks with confidence. Trust that they can make decisions within their scope of work, which will demonstrate your confidence in their judgment.

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Patricia I. Keller

Asesora en Estrategias y su implementación (transición, gestión, liderazgo y formación de equipos, cultura organizacional, RRHH)
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Aprendí que para empoderar a otros, debemos analizar sus talentos sin prejuicios y también otros aspectos, como su disposición al riesgo, su experiencia y no pocas veces, sus aciertos (o no) en el tipo de tareas o rol que le deseamos asignar. Cada persona es diferente y si bien podemos establecer categorías, conviene tomarse el tiempo de entender a cada quien ANTES de ense?ar y entrenarla.

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4 Recognize Effort

Recognition goes a long way in building confidence. Acknowledge your employees' efforts and successes publicly, whether it's through a simple thank-you note or a mention in a team meeting. Celebrating milestones and achievements can boost morale and encourage your team to take on more significant challenges. When employees feel appreciated, they are more motivated to maintain high performance and take on responsibilities that require trust.

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Gopal Achary

Head HR at Puranik Builders Ltd | CII - Assessor | Rotarian
(已编辑)
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Yes, Timely recognizing efforts are crucial and more importantly recognizing efforts Infront of all the team members more crucial. This not only upticks the morale of one member who receives recognition but also helps to improve a positive spirit for the team.

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Shweta Agrawal

Shweta Agrawal: Co-Founder and Chief Product Officer at myDayOne Thought Leader in Skilling, Scaling Up, and Talent Development
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Very critical. Also it's important to timely recognise because delayed recognition may lose the impact that you are trying to create.

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Deborah Daniel

Helping Entrepreneurs Pay the Least Tax Possible- CPA, Money Expert, Entrepreneur, Speaker, Podcast Host
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In my experience recognizing achievement is key to getting the best performance from team members - but the recognition needs to be in a form the employees value. Some are motivated by money and appreciate bonuses, some are more incented by extra time off and some just like the verbal acknowledgement especially in front of other team members. So making sure that any recognition of achievement actually impacts the employee being recognized is key.

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5 Feedback Loop

Establishing a constructive feedback loop is crucial for continuous improvement and trust-building. Offer guidance when needed and be open to receiving feedback as well. This reciprocal relationship helps refine processes and improve task outcomes. By showing that you value your employees' perspectives and are willing to make changes based on their feedback, you reinforce their importance to the team and the trust you have in their abilities.

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Gopal Achary

Head HR at Puranik Builders Ltd | CII - Assessor | Rotarian
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Guide people always. Give feedback on periodically basis without over doing it. Constructive feedback can be given as below 1. Performance Goal 2. Learning Goal 3. Feedback on what went right and areas of improvement to perform better. Thats all ...

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Patricia I. Keller

Asesora en Estrategias y su implementación (transición, gestión, liderazgo y formación de equipos, cultura organizacional, RRHH)
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Dar retroalimentación constructiva es un hábito que muchas personas necesitan aprender cómo hacerlo, cuándo e incorporarlo en sus rutinas. Según el tipo de trabajo y el grado de responsabilidad, la periodicidad de este hábito será diferente y también el tipo de retroalimentación. Creo que si se parten de objetivos claros, alcance y límites del rol que alguien tiene, es más fácil encontrar la mejor manera de dar y recibir retroalimentación constructiva.

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6 Consistent Support

Finally, provide consistent support to your employees as they take on delegated tasks. Be available to answer questions and help navigate any challenges that arise. This doesn't mean micromanaging; rather, it's about being a supportive leader who is there to assist when needed. Consistent support assures your employees that you're invested in their success, which in turn, builds their confidence to handle important tasks independently.

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Patricia I. Keller

Asesora en Estrategias y su implementación (transición, gestión, liderazgo y formación de equipos, cultura organizacional, RRHH)
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El apoyo a quienes delegamos tareas y/o roles es clave para su desarrollo como personas, como profesionales y también para lograr mejores resultados. Creo que es un error pensar que luego de delegar, nos desentendemos del asunto. Sin caer en la micro-gestión de personas, es bueno que ellas sepan, que estamos ahí, para apoyarlas y ayudarles en aquello que necesitan más claridad, más entrenamiento o cualquier otro recurso.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Patricia I. Keller

Asesora en Estrategias y su implementación (transición, gestión, liderazgo y formación de equipos, cultura organizacional, RRHH)
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De varios ejemplos de falta de claridad en la definición de roles - tanto alcance como límites - he aprendido lo desgastante que es para alguien con buena voluntad, desarrollar su trabajo con buen desempe?o en el largo plazo. Se suele sobrecargar a este tipo de personas que, casi siempre también son altamente talentosas y responsables. Por no reconocer el impacto negativo de esa falta de claridad, estas personas terminan abandonando sus trabajos y en el mejor de los casos, con “burn-out”. Ambas podrían evitarse!

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Here's how you can build trust and confidence in your employees to delegate important tasks.

1

2

3

4

5

6

7

1 Trust Basics

2 Open Dialogue

3 Empowerment Key

4 Recognize Effort

5 Feedback Loop

6 Consistent Support

7 Here’s what else to consider

Small Business

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Here's how you can build trust and confidence in your employees to delegate important tasks.

1

2

3

4

5

6

7

1 Trust Basics

2 Open Dialogue

3 Empowerment Key

4 Recognize Effort

5 Feedback Loop

6 Consistent Support

7 Here’s what else to consider

Small Business

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