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Hub You - Delegation: How to Delegate Effectively
I know what you’re thinking: why should I put my money in a place I’ve never even heard of before? Even for those who do know something about Pakistan, courtesy of CNN (and sometimes the BBC) have seen pictures of
REVIEW RESULTS, NOT METHODS: Once a task is completed, the manager and employee should sit down together and evaluate the results—not the methods. When results do not measure up to expectations, managers must access the consequences. They must determine why the employee failed and t
Most people have a lot of nice things to say about nursing. This could be one of the things that made nursing an interesting career option. But, did you know that there are a lot of areas of specialization in the b
DEFINING OBJECTIVES: Managers should write down all provisions discussed verbally, including the objectives of the assignment, the resources necessary to carry it out, the degree of authority being transferred (including access to funds), time limits involved, and when and how results are to be reported. Managers should also put in writing all expectations, priorities, foreseeable problems, and any other relevant information that can aid the subordinate. This written record not only increases clarity and avoids misunderstandings, but provides a useful record of the delegation.
REVIEW RESULTS, NOT METHODS: Once a task is completed, the manager and employee should sit down together and evaluate the results—not the methods. When results do not measure up to expectations, managers must access the consequences. They must determine why the employee failed and th
How many people do you know that hate their job, but have been doing it for YEARS? Do you know why? Because finding a better job is hard work. I hate to be the one to tell you this, but somebody has to. Finding
DEFINING OBJECTIVES: Managers should write down all provisions discussed verbally, including the objectives of the assignment, the resources necessary to carry it out, the degree of authority being transferred (including access to funds), time limits involved, and when and how results are to be reported. Managers should also put in writing all expectations, priorities, foreseeable problems, and any other relevant information that can aid the subordinate. This written record not only increases clarity and avoids misunderstandings, but provides a useful record of the delegation.
REVIEW RESULTS, NOT METHODS: Once a task is completed, the manager and employee should sit down together and evaluate the results—not the methods. When results do not measure up to expectations, managers must access the consequences. They must determine why the employee failed and t
Why is building a business foundation important to marketing?It will not matter how slick or effective a marketing program is if the business foundation is not in place. As a consultant the tendency is to lo
DEFINING OBJECTIVES: Managers should write down all provisions discussed verbally, including the objectives of the assignment, the resources necessary to carry it out, the degree of authority being transferred (including access to funds), time limits involved, and when and how results are to be reported. Managers should also put in writing all expectations, priorities, foreseeable problems, and any other relevant information that can aid the subordinate. This written record not only increases clarity and avoids misunderstandings, but provides a useful record of the delegation.
REVIEW RESULTS, NOT METHODS: Once a task is completed, the manager and employee should sit down together and evaluate the results—not the methods. When results do not measure up to expectations, managers must access the consequences. They must determine why the employee failed and t
Ohio has always been big on education and that means a bright, energetic and reliable workforce for expanding businesses. A business which wants to expand its number of outlets should be looking strongly at the Ohi
REVIEW RESULTS, NOT METHODS: Once a task is completed, the manager and employee should sit down together and evaluate the results—not the methods. When results do not measure up to expectations, managers must access the consequences. They must determine why the employee failed and t
Congratulations! You have been asked to join a nonprofit Board of Trustees. That is certainly an honor, but it comes with many caveats and responsibilities you should know before you accept. You should know that
REVIEW RESULTS, NOT METHODS: Once a task is completed, the manager and employee should sit down together and evaluate the results—not the methods. When results do not measure up to expectations, managers must access the consequences. They must determine why the employee failed and then check to see whether he or she misunderstood objectives and standards. Additionally, fault may be determined to lie with a manager who failed to make himself or herself readily available for assistance, a sign of insufficient coaching.
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