How is it that managers of departments and owners of small businesses never seem to have the time to complete the activities which are key to their roles? It's simple ... these managers and owners probably do not delegate properly and they assume tasks which their subordinates are responsible for! Why? Initially it's quicker to complete the task yourself rather than take the time to train someone. Also, a lack of confidence in the subordinate keeps more work on your plate than theirs. An inability to "let go" can also be a reason. From the subordinate's point of view, perhaps they don't receive clear instructions as to the "outcome" expected of them or have been penalized in the past for taking the initiative.

It's time to let go. Delegate with authority! Empower your employees! You'll be happier and your employees will too! As identified in the "The Power Pyramid," Diane Tracy outlines 10 Principles for Empowering People:
1.Tell people what their responsibilities are.
2. Give them authority equal to the responsibilities assigned to them.
3. Set standards of excellence.
4. Provide them with training that will enable them to meet the standards.
5. Give them knowledge and information.
6. Provide them with feedback on their performance.
7. Recognize them for their achievements.
8. Trust them.
9. Give them permission to fail.
10. Treat them with dignity and respect.

It is important to remember that there is more than one way to reach a desired "outcome." Your way may or may not be more appropriate, but what is important to remember is that the person whom you have empowered has their own set of skills and nuances and their way of reaching the desired outcome is easiest and most comfortable for them.

Most of the principles are common sense guides which you are probably already applying daily. If you don't, start today. You will more than likely be amazed at the results. It may be easier for you and your newly empowered employee to start with smaller, less complicated tasks. As these become routine and are mastered you may wish to move on to more complicated projects. By this time you will have built confidence in the employee you are empowering. As well, the employee will have a better understanding of how you think and what you really expect of them.

It is imperative that the employee have the skills necessary to complete the task(s) you are assigning. The expected outcome must be clearly understood and the timing of completion must be agreed upon by both parties. If not, everyone involved will end up frustrated. Expect a slew of questions through the first several assignments. Use these informal "meetings" as an opportunity to provide further information and "emotional" support. Let the employee know that they are on the right track or provide input if requested or it is necessary to get things back on track.

Don't expect things to run smoothly the first couple of times through. No one is perfect and if anything is learned from a "failed" assignment it is not a complete failure after all!

Copyright - Kelly Melanson, Certified Management Accountant