5 Tasks to Keep in Your Control
Discover the tasks that should never be delegated to your junior employees From outlining the organization's vision to making tough decisions, learn why these responsibilities should always remain in the hands of top-level management
Managers are often advised on which tasks to delegate, but it's equally important for them to understand what should not be delegated. A good manager should have a clear understanding of what tasks are crucial to their team's success and well-being, and these tasks should never be delegated. These tasks are often closely tied to a manager's trademark and are essential to achieving their team's objectives. It's important to recognize which tasks fall into this category to ensure they are not delegated to junior employees. Here are some tasks that should always be handled by the manager themselves.
Tasks that you should Not Delegate to your Junior Employees
1) Explaining the vision and goals of the organization
All employees must comprehend the short and long-term vision for their department and the organization as a whole. Meanwhile, the manager must be accountable for his team's objectives as well as each team member's strengths and weaknesses. Generally, the manager understands the bigger picture of the organization and the team he or she is leading, making it necessary to assess the entire organization and market to offer perspective and motivation.
In essence, it is the responsibility of the employees to accomplish the organization's objectives, but the manager must reflect on their results and determine if they should continue or cease their actions. Steering the organization towards achieving its vision and goals is entirely your responsibility as a manager, and delegating it should not be an option.
2) Recruiting and building a team
A sensible manager understands that delegating the critical role of hiring and developing staff members to junior employees is not a wise decision. This responsibility cannot be passed on to others, and any challenges faced in this area should be addressed through personal improvement. As a manager, it is your duty to recruit the best talent for the organization, assign them specific tasks, and motivate them to perform at their best. Additionally, recognizing outstanding employee performance is crucial, and delegating this task to lower-level employees would diminish the intended positive impact. It is therefore impractical for a manager to delegate such an important role to others.
3) Employee performance appraisals and disciplinary issues
Monitoring employee performance and ensuring that they are meeting set goals is a critical responsibility that a manager should not delegate. It is important for a manager to keep a close eye on each employee's output and assess their capabilities to ensure that they are contributing to the overall success of the team.
The manager also plays a crucial role in providing feedback to employees based on performance assessments, disciplinary actions, and other related matters. Through conducting performance appraisals, the manager is able to make informed judgments on an employee's progress and performance.
Additionally, the manager is knowledgeable about the disciplinary and counseling processes involved in addressing employee conduct. It is essential for the manager to handle these matters confidentially in order to foster trust and harmony within the team.
4) Relationship with management and investors
It is crucial for a manager to take on the responsibility of reporting to both management and investors on various job-related issues. Delegating this task to employees is not advisable as the manager should be the first line of defense. Additionally, the manager should be able to handle any pressure from management regarding individual objectives and motivate employees to perform their best, regardless of the pressure. This ability to absorb pressure and motivate employees is essential for effective management.
5) Tough decisions
It is important for employees to understand that there is a clear distinction between their role and that of the management when it comes to reporting on various aspects of the job. While it may be tempting to take on this responsibility, it is ultimately the manager's responsibility to serve as the intermediary between employees and the higher-ups. By respecting this boundary and allowing the manager to handle such tasks, employees can ensure that their focus remains on their own responsibilities and duties.
Sensitive issues are inevitable in any organization, and as a leader, it is your responsibility to make difficult decisions pertaining to them. Delegating such decisions to junior team members may not be appropriate, especially if the issues are within your area of expertise. It is also unfair to burden your employees with such responsibilities as they look up to you for guidance and direction.
As a leader, you must understand that critical decisions will come your way, and you cannot shy away from them. Being assertive in making tough decisions, providing constructive feedback, and engaging in difficult conversations is crucial to gaining the respect of your employees and being recognized as an effective leader.
