6. Give Thanks and Reward.
Morale is often of great concern for organizations. When we bring people together and form teams, pursue common goals, and share a vision – we want to maintain forward momentum. Post delegation efforts and evaluation of the outcomes, we need to be sure we are giving appreciation to those who have made it a success.
Appreciation and reward systems can quickly lead us into a very challenging and complex discussion. After all, who do we reward, when do we do it, and do we reward everyone or just the individual efforts? Indeed there are a lot of considerations.
Keeping it simple consider the following as part of an effective delegation process:
1. People want to be appreciated – give thanks
2. People want to succeed – show them they are doing it
3. People like feeling motivated – give them a reason to reach for more
Effective delegation can not only make you a better leader, but it can feed starving workplace teams and grow a motivated and positive culture. Leading is not about doing it all, in part it is about trusting, caring, and delegating effectively. Delegation is an appropriate balance of the leader managing and maintaining projects, but also sharing the efforts, risks, and rewards. Effective delegation like most leadership performance criteria is a delicate balance of doing enough but not too much. Excessive delegation can be as damaging as under delegating. Team leaders, supervisors, and managers should self-assess on their delegation skills and confidently develop the right balance.
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