By starting with an analysis of employees for their capabilities, it will be possible to form a scheme for distributing responsibilities and communications within which the current team will show the most effective results.
All performers must clearly see their boundaries, responsibilities and place in the overall picture. Order in the arrangement helps:
Prevent overlapping of functions between several workers so that one job is not performed two or three times due to carelessness.
Do not skip tasks that are left without a person assigned to them.
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Specifying the action and the result
Then you need to formalize the strategy or guidelines for the near future in the form of specific steps, during the implementation of which employees will achieve the desired goal.
A common problem for bosses is unclear orders. An example is an assignment in the form of a name in the nominative case:
"Shipment of porcelain tiles" - The phrase evokes an association with a passive statement of fact, and the employee does not feel the impetus to start work. In addition, there is not a single detail explaining how to approach the implementation and what is expected in the end.
"Ship 2 tons of 60x60 porcelain tiles to the warehouse in Odintsovo, call the office and mark the work in the statement ." - Here the assignment is described in more detail. The reference to an abstract task has been replaced by a description of the work, giving an understanding of the following actions.
At first glance, this may seem like an obvious detail that can be overlooked. But in fact, if you simply replace the nouns with verbs, the task is:
will begin to become more involved with work;
will provide the missing guidance and incentive to start action;
will motivate the performer.
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Determining who is responsible
The completed assignment immediately goes to the selected employee. The tasks themselves depend on the abilities and powers of the staff. Therefore, all of them are assigned to the relevant employees in advance and sent directly to them.
By selecting people who can do the job better, you pave the way for the best possible outcome.
Responsible persons will help control the current situation, who will answer questions about employees and their work progress at any time. This will make it easier to make adjustments and give your feedback.
Once the assignment is ready, the employee provides access to all materials for which he is fully responsible, since this area of activity is assigned to him. This means that if there are questions or comments regarding the result, it will be clear to whom to direct them.
Term Limitation
Established deadlines are also of great importance in the process of working on a task.
An unspecified deadline will seem unlimited, meaning the employee will easily succumb to the opportunity to procrastinate.
To avoid interruptions and confusion in the process, it is necessary to determine the execution period after the assignments have been distributed. In the event that the volume of work has not yet been determined, set a control point up to which the performer must work to his maximum within the framework of the task.
Term Limitation
On the specified day of showing the intermediate results, interacting with the subordinate, you need to:
determine the pace of work;
discuss the problems that have arisen, consider proposals;
set an approximate date for the full completion of the task.