Barbara Pierre

Pull it Together! How to Refocus in the Ever-Changing World of HR . . .

Let’s face it . . . Human Resources is often a department of limited resources. Whether you have a department of one or are lucky enough to have a team, it is almost always inevitable that you will find yourself wearing multiple hats. I personally am finding it more and more challenging to sit and focus on a single project because I am constantly being pulled away to extinguish the fire of the moment. I am sure many of you feel the same as we are often juggling several priorities within a limited amount of time.   

I have been testing out a few tips and tricks that can help refocus your energy after being derailed. Having the ability to bounce back and quickly focus on the next task is so important because in the tedious and often high-risk environment of HR there is little room for error.

Try these out in your office today!

Be mindful

Take a minute to think and breathe in the morning about what you want to accomplish for the day. Make a mental note of what it will take to accomplish those tasks.

Make a list and keep it visible

I know this seems basic, but keeping your action list visible and current can trigger focus, help you stay on task and ensure you will not skip a beat when pulled away.

Organize your inbox

Keep your inbox clutter free! Unsubscribe from those pesky emails that may distract you as click bait and be sure to keep only relevant emails visible.

Organize your work space

On average people spend 2.5 hours looking for items in their work space. Minimize this distraction by staying organized and keeping what you will need for the day handy. 

Fight the snack attack

When your mind starts to wonder it often will send hungry signals. Eat a filling and healthy meal so your energy levels will be stable and sustained. 

Keep your cell phone out of sight

Keeping your phone out of your line of sight can minimize distractions from alerts and notifications. Many of us need to keep the ringer on as the boss may call, but I might also suggest changing the tone for those that are urgent so you can disregard other notifications throughout the day. If you can silence it… even better! 

Knock out creative projects in the morning

Before you are burnt out from your hectic day utilize your creative energy in the morning. Save the mindless tasks for later in the day. 

Complete a task, then get up!

Take a stretch break when you complete a task and you will feel re-energized for the next one!  

Learn when to say no

I know we all live and breathe the open door policy, but it is okay to physically and figuratively shut your door. You know when something is a true priority and requires your full attention. Empower yourself to say a polite no and request to get back to whatever is being demanded of you at that moment. Don’t forget to follow up, but it is okay to say no at the time!

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How would you feel about adding a benefit that makes employee lives easier, doesn’t cost your company a dime and is LOVED by your staff?

OneClick Cleaners™ San Diego (OCCSD) offers competitively priced dry cleaning, laundry, alterations, shoe shine/shoe repair service with free pickup and delivery to your workplace.  That includes large and specialty items such as drapes, comforters, rugs and leather items. Through their robust, full service website, employees can register online, enter cleaning preferences, schedule pickups and set schedules without having to leave their home or office. 

Employee benefits:

  • Always free pick-up/delivery Monday – Friday
  • Typical 2 day turnaround (Thursday and Friday pick-up delivered on Monday)
  • Handy credit card payment
  • Saving of time, effort and gas
  • Account info, order and payment history online
  • Email or text notification reminders of pick-up/delivery/order log-in

 Company benefits:

  • Zero cost
  • Convenient amenity to add to your benefits package
  • Less stressed and neatly attired personnel
  • Dealing with a professional company having well-identified personnel and delivery vehicle
  • No disruption to work flow
  • May be qualified for a secure Drop-n-Clean locker

 One Click Cleaners San Diego started service in 2015 with partners who have been in their respective businesses for 25-30 years.  In 2013 after 35 years in global sales and marketing roles in the medical device and automotive industries, OCCSD owner, Michelle Albanna, founded Global Business Connect (an international franchise consultancy) to help aspiring business owners find a new or existing franchise opportunity.  While assisting a candidate in Miami seeking a mobile dry cleaning concept, Michelle introduced them to OneClick Cleaners.  Since there was nothing like it yet in San Diego, it gave her the idea to bring the service to the County opening in Carmel Valley, Miramar, Mira Mesa, Rancho Bernardo and Sorrento Valley to start.  “I really wish that I had such a service when I was a busy executive”, she explained. “With everyone so busy, we are now able to give them extra time to spend it doing their favorite things”.  Their mission is to simplify the lives of your associates and give them some extra time as well as less stress! 

For more information call 855-728-1999, email malbanna@oneclickcleaners.com, consult www.oneclickcleaners.com.  

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Can People Collaborate Effectively While Working Remotely?

In this current employment marketplace, companies need to stay ahead of the game in order to remain competitive and attract and retain the right talent for their organization.   As such, many startups and enterprise companies alike are turning to remote / agile workplaces instead of the traditional office space. It’s no wonder why — individuals who work remotely are reportedly more productive and seemingly happier.  But what about collaborating remotely?  What may be lost when workers have little opportunity to interact directly and how can companies mitigate these factors in order to be successful while continuing to maintain their status of places where employees want to work?  It can be challenging to master remote collaboration because it’s more complex than simply deciding whether or not to get out of your pajamas for the video conference call. How do you replicate the in-office banter over the computer? How do you communicate effectively without blowing up someone’s email?  Questions like these often come up when considering how to collaborate with remote coworkers. These tips (courtesy of ThinkApps.com) will help quell communication concerns and make remote collaboration more effective.

1. Be Available

While working collaboratively means you’re working with others on a project, there are often times in which you work independently and then meet back together to share ideas. In an office, you can pop your head over a cubicle wall to run a quick idea by your coworker or you might mention something when you’re walking down the hall.

Obviously, you don’t have that same experience when you work from home. However, staying available on chat, email, and phone during work hours provides the same opportunity for experiences like those to happen.

And don’t simply flip the switch to “available” while begrudgingly responding to a chat or being irritated you have to answer the phone. Genuinely welcome calls, emails, or chats from coworkers — it will help keep the lines of communication open and conversations will be more natural.

If you turn off communication, you completely turn off the opportunity to work collaboratively, let alone effectively.

2. Don’t Rely on Email

With the ability to chat, post messages on message boards, and pick up that old-fashioned phone, save emails for important communication that’s lengthier in nature. Similarly, stick to email when you need to address multiple topics of conversation in a single message. Don’t hit the dreaded Reply All when it’s unnecessary, and keep your emails to the point.

Avoid bombarding your coworker with emails for shorter conversations and send them quick chats instead. You could always pick up the phone, but be courteous and send them a quick chat to see if they have time to talk. It will avoid interrupting them if they’re in the middle of something that demands their attention. Be courteous and purposefully communicative.

Here are some great communication apps you and your team might find useful:

  • Google Hangout: You have to have a Google account to use this feature, but it’s well worth it. You can chat or have a call with or without video.
  • Campfire: This is a chat feature within Basecamp (formerly 37 Signals), which allows for on-the-fly conversations while collaborating on a project.
  • Hip Chat: Hip Chat is secure, plus it allows for private and group chats, file sharing, and integration with a variety of APIs, all while staying synced up.
  • Calliflower: This app makes conference calls a possibility, whether you’re working with a tablet, phone, or browser.
  • Skype: The household name for video calls.

Keep in mind that, if you have a dedicated office space, it’s a lot easier to communicate for the simple fact that people are going to be able to hear you better.

If you’re trying to have a video chat from Starbucks, chances are, the person on the other end isn’t going to be able to hear you over the coffee shop atmosphere — and you’ll really be in trouble if the cafe has live music. When jumping on a video call (or even just a conference call), try using headphones and a microphone to keep background noise at bay.

3. Hang Out and Don’t Be Strangers

As I mentioned, Google Hangouts is an amazing tool that allows you to have a video chat with one person or multiple people. Whether you choose to use Google Hangouts or another video chat program, maintaining regular contact with the coworkers with whom you’re collaborating is going to make the remote aspect of your collaboration seem not quite as remote.

Stay current with project progress and keep faces fresh. When you can see your co-workers faces, read their mannerisms, and actually talk, you might not be as guarded when it comes to communicating, especially if it’s happening frequently.

Video chats can also be very useful in sharing whiteboards. With a well-positioned computer, you can see the scribbles that matter.

The bottom line is that maintaining a regular communication schedule lets you and your team stay current with the progress of a project, have the ability to ask questions and gain clarity, and communicate more easily.

4. Have Compatible Technology

Don’t even think about working remotely — let alone trying to collaborate — if your technology isn’t up to par. Your internet must be fast enough to handle video chats, large document sharing, and multiple tabs.

And even more importantly, your computer needs to be up to date and running the same programs as your coworkers. Compatibility issues could cause you to waste hours of time, whether it’s just trying to open the document or reformatting issues that popped up between versions or file types.

Although those working for larger companies likely have the same company computer, laptop, or tablet, if you’re an entrepreneur or a startup where each employee is using his or her own, it’s imperative that you’re all on the same platform and using the same programs (as well as the same versions of programs) to keep collaboration effective and running smoothly.

5. Use Collaboration Tools

There are a number of project management / collaboration tools, some examples include:  Slack, TrelloBasecampCreately.

There is a variety of other project management and collaboration tools out there, so don’t be shy when investigating what would work best for your team.

Collaboration tools not only help you keep track of what you’re doing but help your team as a whole to stay organized. When you’re faced with high-pressure deadlines and complex projects, staying organized and having the ability to monitor the status of a project can hugely affect the outcome of the project in a positive way.

This is especially true for developers, designers, writers and content managers, and other collaborative groups who work remotely and take on large, complex projects with multiple stages and components.

6. Don’t Forget About Time Zones

You might be an hour into work at 9am, but your coworker three time zones over might still be hitting the snooze button.

Especially when you’re collaborating, be mindful of what time zone your coworkers are in and schedule meetings or calls when the work time overlaps. Integrating effectively across time zones, cultures, and work styles might take a while to get used to, but it’s not impossible.

Pay attention when scheduling a time to talk and make sure you’re aware of each other’s time zones — in fact, when scheduling calls with coworkers who live in different areas of the world or even just the US, always include the time zone in the message when scheduling so that everyone is clear.

Always ask before scheduling because it shows you respect your coworker’s time and you’ll be able to find a time to talk in which you both can dedicate your attention to the task at hand.

7. Get Back to the Basics

Don’t forget that not only are you human, but the coworker you’re connecting with is human, too.

Establish a positive working relationship and value your coworker’s contributions. Make sure to take a few minutes to have some “water-cooler” talk — it will help build a rapport and relationship with your coworkers.

Consider how you communicate, especially when working remotely. Your tone, intent, and sarcasm cannot always be easily deciphered through text.  In fact, it’s usually best to leave sarcasm out of the workplace, but if you let it slip, at least let it be on a video chat where your tone and expression can help set up the context.

Keep criticism constructive — when providing feedback to others in your group, be sure to point out the things he or she did well in addition to the areas that need work so you don’t sound like a Negative Nancy. Your comments will be taken more seriously, and the group will benefit from honest feedback.

Remember: Communication Is the Key

When working remotely, it’s critical that you remember your basic communication skills. Communication is the key to effective collaboration — and that’s true whether you’re working remotely or in an office. 

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Back-to-school season is upon us, and those returning to work can learn just as much as students returning to school. Today’s lesson: how to build a wildly successful organization by tapping into the talents of your employees. 

Open any business magazine, and you can’t help but hear about the importance of “employee engagement.” It’s a trendy buzzword, and seems to be sold as the cure for all organizational ills. But what does it actually mean? 

What is employee engagement, anyway?  

Employee engagement means inspiring employees to go “above and beyond.” It results from building a workplace culture where people are free to unleash their passion and commitment to each other and to the organization as a whole. It means building a workplace culture that talented people want to be a part of—and want to stay a part of. 

You know in your gut when you’re in a company that’s getting it right; you can sense it. People treat each other well. They rally together around shared goals. There’s a sense of energy and excitement. The business is successful. 

You know even more clearly when a company is not getting it right. Management is secretive. Employees whisper around the water cooler. Turnover is high, and you have trouble getting new people to apply for or accept positions.

Yes, engagement matters—and is worth the effort 

We’ve all heard of the companies that are exceptionally good at appealing to top talent: Google, Southwest, Zappos. Can you guess what they have in common? You saw this one coming: they’re all known for strong company cultures of engagement. 

Applicants have better odds of getting into Harvard than getting a job at Google, which receives an average of 2 million job applicants each year. Imagine having a culture that attracts that much interest! It’s no coincidence that these are some of the most successful companies in the world. 

Research indicates that organizations with engaged workforces beat their competitors on many critical performance measures:

  • Gallup studied 1.4 million employees in 34 countries and found that the most highly engaged workforces are four times more successful than the least engaged.
  • Top performers have 25% lower turnover, 37% less absenteeism, and 22% higher profitability.[i]
  • The Harvard Business Review surveyed executives at top companies around the world and found that 71% of leaders rank employee engagement as a top factor contributing to their future business success.[ii] 

The news keeps telling us that we’re facing a “war for talent,” so these numbers should make every leader sit up and take notice. As the economy improves and talented professionals have more options, it will become harder to attract them to your company and then keep them around. 

3-point lesson plan for inspiring and energizing employees 

Those who work in your organization aren’t just employees, they’re people—and they find value in the same kinds of things that you do. Just as you want respect, control, and meaning—so do they. Keep that in mind as you make decisions, and you’re well on your way to engaging them. 

There is no magic bullet; no one secret thing you can do to motivate your staff overnight. Engagement comes from sustained effort over time, and success starts with treating people like more than cogs in a machine. All efforts should stem from that core principle. 

Here’s a simple framework you can use to guide your efforts: the ABCs of employee engagement. How you implement these strategies will depend upon your organization’s unique culture, direction, and priorities. 

A. Treat employees like adults. 

First and foremost, the assumption underlying your policies should be that most people are inherently good, mean well, and want to do good work. It may sound deceptively simple, but there are many ways that organizations are inadvertently sending the message that they don’t trust their employees—and in response, employees don’t trust the leadership or give them their best efforts. 

Here are a few quick ways to show that you value and respect employees as equals. 

Act with integrity. Culture starts at the top. The organization’s leadership must model the values they expect from others. If employees don’t trust management, they won’t be motivated or give their best selves. Integrity means doing what you say you will, treating people equally and fairly, and not tolerating bad behavior. Trust is a prerequisite to engagement.
  
Write policies aimed at the best employees, not the worst. It’s ineffective to craft policies aimed at the small percentage of employees who misbehave. You can’t anticipate and prevent every problem that may occur; and by trying to do so, you irritate the majority of your employees who don’t need to be told how to act. You’re better served aiming policies at the top performers, and handling performance issues as they arise. 
Let them manage their time. Even if you can’t allow employees to work from home, you can still allow them the flexibility to control their hours. In doing so, you remove the distraction of unmet personal demands and enable them to fully focus on their work. By giving them control of their work and their life, you demonstrate trust and foster goodwill that will come back to you in the form of increased productivity. 

B. Be all ears. 

Companies run into trouble when they assume they know what employees want. You can’t know unless you ask. Train your managers to ask good questions, to encourage their staff members to come to them with ideas, and to be attentive to the responses. 

What do they need? Ask about what obstacles prevent them from doing their work efficiently, and what tools would enable them to do their work better. The best suggestions for improving operational processes come from those working on the front line daily. 
How do they want to be recognized? Not every employee wants to be recognized in the same way. While Kelly may appreciate a certificate presented publicly, Juan may prefer a handwritten note presented privately. Recognition is much more meaningful when it feels personalized and sincere, and is something the employee actually values.
 
Where do they want to go? Find out about their long-term career goals and where they want to go within the organization. Work with them to determine what skill gaps exist and what training or professional development would help them reach their goals. Then provide them that training. 
Act on the responses. Simply by asking these questions, you establish the expectation that you will do something with the information. Managers know that the responses will lead to more work for them, and that is often the key deterrent to inquiring. But wouldn’t you rather know? Ignorance is only bliss until your best employee resigns. Follow-up is key to building trust. 

If knowledge is power, obtaining the answers to a few simple questions will put managers in a much stronger position to make informed decisions. Asking these questions is also a way for managers to demonstrate that they respect and value the people on their teams. 

C. Communicate, communicate, communicate. 

Communication should flow both ways. For maximum effectiveness, an organization needs to create a two-way dialogue and keep employees in the loop. You need to understand what employees think and value, and they need to understand the big picture and the rationale behind decisions. 

Provide context. Most people likely joined the organization because they believe in the mission. Keep that passion alive by continually making the connection of why their work matters. Also be clear on the direction of the organization, and how each individual’s goals are aligned to the broader strategy. Everyone in the organization will make smarter decisions if they understand how their actions impact their colleagues, customers, and vendors. 
Be up front about challenges. Be honest with employees about what’s going on, especially during tough times. They don’t necessarily need to know the gritty details, but they should be aware when there’s a problem and how they can help. If they know that the biggest client has been lost, they’ll be more motivated to bring in new clients and more forgiving of cutbacks. 
Include everyone in designing solutions. Front-line employees have essential insights into the business from working directly with customers, systems, and machines on a daily basis. The most effective solutions are created collaboratively by involving the whole organizational system. Including everyone in problem solving also builds buy-in for the solutions that are ultimately implemented. 

Employees are making decisions every day that affect your customers, vendors, and the achievement of the mission. If they don’t have current information, they can’t make wise choices. 

The bottom line: You’re never “done” engaging employees 

Engaging employees is at once an enormously complex concept and yet a profoundly simple one. It’s complicated because every aspect of a work environment can potentially engage or disengage the people who spend time there—and even the best executives cannot control all of these factors. Yet it’s elegantly straightforward in that a few small changes can have a big impact. 

Motivating employees isn’t about offering free food or building nap pods. It doesn’t come from quick actions you can check off a list—it’s about handling the fundamentals well. The ABCs of employee engagement are simple, but certainly not easy. Creating engagement has to be an ongoing organizational priority, and you have to work at it. These guidelines can get you started. 

About the Author -- Elisabeth Waltz is an employee engagement expert who specializes in creating win-win HR solutions: building company cultures where employees are empowered to do their best work, while developing employees who produce amazing results for the organization. Still a New Englander at heart, you can find her sampling all the cheese and cider available in her new home, San Diego. Say hi on LinkedIn at linkedin.com/in/elisabethgwaltz.


 

[i] Gallup, Inc. “State of the Global Workforce,” 2013, pg. 21. Available from gallup.com, accessed August 26, 2016.

[ii] Harvard Business Review Analytic Services. “The Impact of Employee Engagement on Performance,” June 1, 2013, pg. 4. Available from hbr.org/hbr-analytic-services, accessed August 25, 2016.

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You may have noticed the buzz about employer branding over the last several years. As the digital information age continues to flourish, there is a growing awareness among top executives that managing their company’s public, consumer-facing brand isn’t enough. They must also manage their reputation as employers.

The global economy is rapidly changing, leaving 73 percent of CEOs worried about having the right people to meet challenging growth goals. According to Manpower, 38 percent of companies are struggling to fill open positions, which eventually impacts their ability to provide products and services to customers.

As a leader, how can you attract great talent, inspire loyalty, and optimize employee performance? It starts with strengthening your employer brand.

Early on, employer branding focused on how companies could apply marketing principles to hiring employees—typically through employment advertising and later, social recruiting. Today, employer branding has evolved to become an inside-out, strategic process companies use to become an employer of choice and to drive employee engagement. Executives now realize the impact of employer branding on talent acquisition, corporate culture, internal communication and marketing.

Everyone owns the employment brand. Managing your company’s employer brand isn’t the responsibility of a single department—HR, marketing or corporate communications. HR will need to understand how the consumer brand aligns with the employer brand. Marketing teams will need to know how market developments affect workforce planning and employee retention. Everyone will need to become better, stronger internal communicators.

5 Steps to Attracting, Engaging and Retaining Your Best People

The competition for talent, especially in technical, highly-skilled professions, is expected to increase. Here are ways your company can position itself as an employer of choice:

  1. Evaluate your existing employer brand. Marketing can support HR in developing an internal audit of employee perceptions and beliefs to assess existing employer brand awareness and reputation.
  2. Define your employer brand. Why should someone work for your company? And, why should they stay? Your answers become the basis of your employee value proposition (EVP), which describes how you want to be perceived in a clear, compelling way.
  3. Map your employer brand throughout the employee life-cycle. There are four distinct phases of an employee life-cycle that you must consider: attracting new talent, on-boarding new hires, engaging employees, and bidding farewell.
  4. Manage your employer brand. Similar to your company’s consumer brand, your employer brand must constantly be monitored and managed. Many companies leverage social media to highlight key employer strengths, but also to listen to “the word on the street.”
  5. Educate and communicate well internally. It’s one thing to design a strategy for employer branding, but success is in execution. It’s important for managers and employers to know how to deliver on the employer brand experience—through their actions and their words.

Companies can no longer afford to be passive about employer branding. The competition for talent is too high. Plus, the well-known branding advice holds true here: if you don’t define your brand, someone else will. Don’t leave your employer brand to chance.

About Michele Richardson

Michele Richardson is an internal communication consultant and speaker on a mission to build workplaces where people are led by passion and purpose. She advises executives and organizations on how to attract, engage and retain top talent through the art of communication and the science of organizational behavior. Her clients include Boeing, Toyota, CareerBuilder, Sodexo and KPMG. Learn more about how to work with her here or catch up with her on Twitter.

To learn more about Michele’s approach to employer branding, register to attend the next San Diego HR Roundtable Lunch & Learn on March 15 at 11:45 am.

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Growing as a boss and leader is a challenging process when you are used to running your company yourself.  As part of my growth process, I am taking a look at how to let go so my company can grow. Last year, I shared the experience of determining that we hired the wrong person.  But once you have hired the right person, what comes next?

Delegation is such a little word but one of the hardest things to do when you are the boss.  And for the record:  DIY should not be the MO of the CEO.

Delegating is a great way to ensure that more tasks get done in less time, and it also builds team capacity. Unfortunately, a lot of managers don’t pay enough attention to the delegation process, and thus fail to reap the benefits. Are you a successful delegator? There are six steps to successfully delegating tasks. The problem is that most managers only do one or two of them, and then, when a task isn’t completed to their satisfaction, complain that their employees aren’t good enough to get the job done.

Getting outstanding results from delegating demands following a formula. Only once this formula is mastered is it fair to evaluate whether you really have the right people for the job. The good news is that employees are rarely the problem. It’s a lot easier and much less expensive for a manager to learn a new approach than to replace staff.

Here are the six steps you should work through when delegating:

1. Prepare

Employees can’t deliver quality results if the task delegated to them isn’t fully thought out, or if expectations keep changing. Take the time and develop the discipline to map out exactly what you’re asking for. An ounce of prevention is worth a pound of cure.

2. Assign

Once you’ve taken the time to map out exactly what you’re looking for, you need to convey that information to your employees. Be sure to include clear information on timing, budget, and context, and set expectations for communication and updates, including frequency, content, and format.

3. Confirm understanding

One of the most common mistakes made in delegating is assuming that employees understand what you want, without ensuring that they do. Confirming understanding only takes about 60 seconds, but is the most important determinant of success or failure.

The best way to confirm understanding is to ask your employees to paraphrase the request or assignment back to you in their own words. If you’re not comfortable doing that (many managers feel, often correctly, that it makes them sound like a kindergarten teacher), you should, at the very least, ask questions to make sure employees understand all aspects of what’s required.

4. Confirm commitment

This is another part of the delegation process that most managers skip. They often just assume that employees have accepted the tasks they’ve been given. The most important part of a relay race is the handing of the baton to the next runner. Runners spend a huge amount of time learning this skill. It should be no different in the workplace. Commitment means making sure you’ve successfully handed over the baton.

Confirm that employees are committed to the expected results, and to the process that’s been set out (including the schedule, budget, and tools), and that their overall goals for the task are aligned with yours. Make sure they’re aware of any consequences, both for the company and for themselves, that may result if they fail to deliver on the desired outcomes.

5. Avoid "reverse delegating"

Many managers are extremely overworked. Sometimes, this is because their employees are better at delegating than they are: managers often end up completing tasks they had delegated to others, because those tasks somehow end up back on their plate. I call this "reverse delegating." And for the record, this is one step of which I am most guilty.

It’s rarely, if ever, necessary for a manager to take back a task that he or she had delegated to someone else. If this is necessary, it likely means that not enough time was spent on the preparation stage, and that time, resource, or other constraints have led to problems that you did not foresee.

If an employee reaches an impasse, treat it as a learning opportunity. Coach the employee through it, making sure he or she has the resources and knowledge needed to complete the task. That way, you’ll still be free to focus on other things, and the employee will be better equipped to carry out similar tasks in the future. The bottom line? Don’t take tasks back.

6. Ensure Accountability

Two-way communication is a key part of delegating. Finding out at the completion date that a deliverable hasn’t been completed or has been done unsatisfactorily is the nightmare scenario of delegating. That’s why you need to make sure your employees are accountable for the task.

Accountability is key to the process of delegation: it means employees are regularly communicating with you about the status of the deliverable and the timing of delivery so that there are no surprises at the eleventh hour.

The delegation process becomes faster and more fluid the more you do it. Once you’ve mastered it, it will become a part of your managerial DNA, and you’ll consistently reap outstanding results.

Delegating is the next step in my growth process, and only when mastered can I move on toward being a better leader.

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