You're in customer service management and under deadline pressure. How can you delegate tasks effectively?

Em minha experiência sempre busquei identificar as principais competências de cada pessoa para poder atribuir a cada um o trabalho com o qual poderia ser mais eficiente e além disso fiquei atento às necessidades de apoio e desenvolvimento de cada um para que o time pudesse ganhar trabalhando em equipe.

1. Workload and Priorities: Evaluate and rank all the tasks you need to deliver. I usually do this in short and long-term 2. Identify: things that you can delegate and team members with capabilities that match the task 3. Put into work: the plan that you're building 4. Evaluate: the work that you delegate and also your work

Ao receber a demanda do cliente com escuta ativa, busco em um primeiro momento alinhar as expectativas e níveis de servi?o, com cliente, esclarecendo o que é possível ser realizado conhecendo os recursos que tenho disponíveis. Em seguida, realizar um planejamento sempre que possível com a participa??o dos que estar?o envolvidos na tarefa. Depois, de forma clara e simples orientar a equipe das atividades e prazos que precisamos cumprir, delegando as atividades apropriadas para aqueles que melhor poder?o render em cada uma delas. Por fim, estabelecer um canal direto para solucionar imprevistos e situa??es que gerem dúvidas e precisem de tomada de decis?o de modo que n?o impacte no prazo ou qualidade do servi?o.

1. Identify the most crucial tasks and prioritze them immediately. 2. Understand skills of each team member to assign duty, this will increase efficiency. 3. Have clear objectives and goals to be done. 4. Have regular checks on progress to track ststus of the tasks assigned. 5. Encourage flexibility to assist on multiple role clearing. 6. Recognize and appreciate each ones efforts and contributions. 7. Have a brief after to evaluate the good job done and the shortfalls.

Work Load priorities must be divided into Three 1. P1 Utmost Important 2. P2 Later On Workable 3 P3 Not Necessary And need to decide work load balance based on Urgency and Skillset of resources, it should be higher the responsibility highest the capable resource and likewise.

As a manager, It's super important to know the capability and strength of your individual team members. When push comes to shove in meeting deadlines, you know the right person to delegate that will save you time and effort. A pitfall of delegation would be assigning a task to someone who isn't proficient and then having to do it yourself over again

Escolher pessoas certas para o seu time possibilitará a distribui??o de tarefas e n?o gerará sobrecarga. Saiba escolher bem o seu time e desenvolver-los. Pessoas certas e com propósitos alinhados, trará excelentes resultados.

I always think it’s important to choose someone who has been working towards career growth. Giving that team member the extra responsibility gives them more experience and a new challenge to overcome to get to that next step. It also shows initiative in taking on additional responsibility.

I’m my opinion to understand the team members very well and Naveed in that to choose the right person for each task, and they will do it because they like to do.

Uma parte essencial da delega??o eficaz é atribuir as tarefas às pessoas certas. Isso n?o apenas garante que a tarefa seja realizada com sucesso, mas também ajuda no desenvolvimento profissional da equipe. Ao considerar quem designar para uma determinada tarefa, levo em conta as habilidades, experiência e carga de trabalho atual de cada membro da equipe.

Clear instructions allows the person that is being delegated to understand what is required of them. This will make them confident when it's time to deliver their work.

Garanta que sua comunica??o e propósito est?o claros e alinhados com que a pessoa almeja, e se jogue sem medo, desenvolva, pontue, esteja ao lado e a deixe brilhar, fique nos bastidores e deixe a pessoa no palco para o sucesso.

In addition to providing clear instructions, be transparent in the urgency of the task. Also, check for understanding and ensure you have created a culture where all teammates feel comfortable asking clarifying questions.

En la empresa debe de haber siempre una transparencia en la comunicación tanto interna como externa. A la hora de delegar tareas,debe de haber una jerarquía clara, quien delega primero y quien delega después, y llevar el procedicimiento correctamente a cabo.

1.Understand the Task: Before giving instructions, make sure you fully understand the task or process yourself. 2.Know Your Audience: Consider the knowledge, skills, and experience level of the individuals you'll be giving instructions to. 3.Organize Your Instructions: Structure your instructions in a logical and sequential manner. 4.Encourage Questions and provide feedback

é de extrema importancia que o líder que delega as tarefas, saiba e domine sobre as mesmas. Prestar suporte ao colaborador em caso de dúvidas ou dificuldades é imprescindível para que a tarefa seja executada de forma eficiente. E claro o líder deve sempre se mostrar pronto a ajudar no que for preciso, e deixar isso muito claro ao colaborador que por muitas vezes tem dificuldade e receio em pedir ajudar. Também deve-se revisar a tarefa antes de sua entrega, caso seja algo que o liderado n?o tenha muita familiaridade no momento, aplicando feedbacks e melhorias a serem aplicadas, sempre com uma comunica??o n?o violenta. Assim sendo o sucesso da organiza??o é garantido.

Delegar n?o significa simplesmente atribuir uma tarefa e esquecê-la. é essencial monitorar o progresso e estar disponível para oferecer suporte sempre que necessário. Isso pode envolver verificar regularmente o status da tarefa, fornecer feedback e remover quaisquer obstáculos que possam surgir no caminho.

*Establish a schedule for regular check-ins or progress updates to monitor the status of assigned tasks. This could be through one-on-one meetings, team meetings, or virtual communication platforms, depending on the nature of the work and the preferences of the team. *During these check-ins, discuss the progress made, any challenges or obstacles encountered, and any adjustments or additional support needed to stay on track. Offer guidance, advice, or resources as necessary to help overcome obstacles and keep the project moving forward smoothly. *Use these opportunities to provide feedback and recognition for accomplishments, reinforcing positive behaviors and addressing any areas for improvement in a constructive manner.

Vous devez toujours surveiller et soutenir la personne tout au long de la tache, sans interférence. Vous pouvez le faire en organisant des vérifications régulières et fournissant des commentaires.

in my experience managers who are willing to jump in and also get their hands dirty and support their team are more respected, and can ultimately get more cooperation from people on their teams.

*Implement a system for evaluating the performance of personnel in relation to the tasks assigned to them. This could include regular performance reviews, self-assessments, peer evaluations, or project post-mortems. *Provide constructive feedback based on objective criteria, highlighting strengths and areas for development. Recognize and reward achievements, and offer support and guidance to address any areas where improvement is needed. *Encourage personnel to reflect on their own performance and actively seek feedback from peers and supervisors to continuously improve their skills and effectiveness in completing assigned tasks.

Identifiez clairement quelles taches doivent être accomplies dans le cadre des délais impartis. Classez-les par ordre de priorité pour déterminer celles qui sont les plus critiques. Si vous remarquez des problèmes ou des défis persistants dans la délégation des taches, soyez prêt à réajuster les responsabilités et les processus pour optimiser l'efficacité de l'équipe.

As a Manager you need to appreciate their efforts no matter what the result is. You need to motivate them to improve and update themselves to perform better in future tasks. Must celebrate as a token of appreciation.

Sure evaluation will help to ensure knowledge culture of the company. This will bring kaizen automatically. Automatic process of this would bring more transparency and automatically ensure career growth also.

Considero que es de suma importancia destacar la evaluación y el reconocimiento al trabajo realizado por cada colaborador una vez finalizada alguna actividad. Al evaluar los resultados y el proceso, se crea una oportunidad para identificar lo que ha ido bien y lo que puede mejorarse, lo cual es fundamental para el crecimiento y el desarrollo continuo del equipo. Por otro lado, proporcionar comentarios positivos y constructivos es una forma efectiva de motivar y respaldar a los miembros del equipo, reconociendo su contribución y esfuerzo. Celebrar el éxito y el aprendizaje obtenidos durante la actividad desempe?ada no solo fortalece el vínculo entre los miembros del equipo, sino que también inspira y motiva para futuros desafíos.

In my view, in addition to the above points, delegation of responsibilities can be best achieved as follows, Incentivise the team for their smart work and invite them to think out of the box. There is always better way to do the same thing. Customer experience is of paramount importance, and the best way to achieve this is by knowing the customer requirements. More often that not, we duplicate our work by providing solution what we feel right, there will always be gap between customer expectation and our deliveries Empower the team to take prudent decisions and trust their judgement

Além dessas práticas principais, é importante estar aberto a aprender e ajustar constantemente minha abordagem de delega??o. Isso pode envolver aprender com experiências passadas, buscar feedback da equipe e estar atualizado com as melhores práticas de gest?o.

Encourage Collaboration: Foster an environment of collaboration and open communication among team members to facilitate sharing of ideas, support, and problem-solving.

As Simon Sinek says, delegating tasks gets the work done, but delegating the responsibility is what can make a huge difference. One example from my work experience: Back in 2018 one of my managers was empowering me yo explore the people manager role within our team. He made the decision to make me an acting manager and not just delegated the tasks, but also the responsibilities. I became accountable for 20% of the business and for the development of four contractors. This amazing opportunity helped me understand the role much better and truly be accountable for every decision. Had he decided to just delegate just some management tasks, the experience and learnings would have never been so impactful.

Dans la vie professionnelle de tous les jours, la délégation de gestion est importante car elle permet de dégager du temps pour se focaliser sur l’essentiel. Pour ma part, je délégue si possible que les taches non à forte valeur ajoutée. Par exemple, toute la saisie ou les mises à jours sur les 80% des taches. En effet, je me consacre au 20% des taches selon la méthode de Pareto 20/80. Les plus urgentes et complexes.