- The self-enhancement effect- A manager’s tendency to evaluate a work product more highly the more involved he/she is in its production
- The faith in supervision effect- The tendency to think work performed under the control of a supervisor is better than work performed without as much supervision
As a manager, it’s essential to be mindful of these biases, which could be at play when delegating tasks.
Ernest Hemingway said, “You know what is the best way to find out if you can trust somebody? To trust them”. Like Manoj, if you find yourself being less trustful in your team members’ abilities to do their tasks well, you are indirectly killing their enthusiasm to do what they are good at. The first and foremost step in delegation is trusting and inspiring others, not underestimating their qualities and instead focusing on their positive attributes to accomplish tasks.
Here are some surefire ways you can let your team members know that you trust them
- Delegate tedious tasks: These are mindless tasks that require little skill and can be easily delegated. Tasks such as copying data to excel or sorting information on a tool can be delegated and done without much mental effort.
- Give more responsibility: Create a culture of challenge in your team. Seek out individuals in your team who consistently hit goals and give them tasks that further challenge their abilities. Make their goals healthily stretch their comfort zone. Show them that you are genuinely interested in their professional development.
- Ask for inputs: Make your team members be part of the decision-making process. When taking a significant business decision, seek your team members’ opinions and ask them what they think, what solutions they might offer, and how they would do things differently or better.
- Seek feedback: Don’t get caught up in merely giving directions and feedback. You need to be aware of how you are viewed by your team and your performance as a leader. Ask if you are doing anything that is getting in the way of your team members’ performance.
- Avoid micromanagement: (Unless required). Give your team members’ the authority to complete their tasks fully without you having to check on them for every detail.
- Be accessible at all times: Some of your team members might struggle with their tasks and might hesitate to reach out to you for help. Set expectations at the outset that you are available to help at all times concerning their grey areas. Create a culture where team members feel free and open to seeking your help without having to think twice as to what you might perceive them. People need to know that you are available to support them.
As a manager, you need to trust yourself first to make the right decision by delegating tasks to your team members and then trusting them enough to do their job well. You can do this by clearly outlining what needs to be done and establishing the importance of the task. Be clear about expectations and set an atmosphere wherein your team members feel free to ask questions. In this way, you will be clear to make more focused decisions with better outcomes.
Influence & Build Trust with KNOLSKAPE's Trust Simulation
Trust Simulation develops scenarios to influence and build trust with your stakeholders. It focuses on Relationship Styles, Power Map, and Building Trust. Relationship Styles helps one understand the drivers of the stakeholders, Power Map aids in identifying the relationship between stakeholders, and Building Trust using Trust Equation concepts.
KNOLSKAPE is one of the fastest-growing experiential learning tech companies in the world. KNOLSKAPE accelerates employee growth and Development using an award-winning portfolio of simulations and in-depth talent analytics. KNOLSKAPE is a 110+ strong team with ofﬁces in Singapore, India, Malaysia, and USA serving a rapidly growing global client base across industries such as banking and ﬁnance, consulting, IT, FMCG, retail, manufacturing, infrastructure, pharmaceuticals, engineering, auto, government and academia. KNOLSKAPE is a global Top 20 gamiﬁcation company, recipient of Brandon Hall awards, and has been recognized as a company to watch for in the Talent Management Space, by Frost & Sullivan, and as a disruptor in the learning space, by Bersin by Deloitte.