Manage My Employees

How to Delegate and Get Great Results — Without The Worry

PDF download 17 pgs.  $17.00

Managers can get burned delegating work when people drop the ball and don’t come through. But that shouldn’t dismiss the advantages of ever delegating something again! There are highly effective ways to size any project or task and make sure you select the right person and give them the proper tools to see it through successfully—saving you valuable time for more critical work without the stress.

Highly productive managers don’t put themselves under constant stress from doing too much and delegating too little. There are significant benefits from being a good delegator in today’s fast-paced world, any manager can enjoy increased personal success using advanced practices.

You’ll Learn How To Delegate More Work With Less Stress

In this E-book you’ll gain fresh, new insights and proven techniques for delegating important work to employees. You’ll learn how to size your projects to fit the skills of the people to whom you delegate—and you’ll get reliable information about how to determine who is ready for the challenge and who isn’t. Plus you’ll learn a step-by-step easy process for structuring assigned work so that’s it’s virtually fail-proof!

What You Will Learn or Gain:

1. 12 steps to structuring successful delegation that’s virtually fail-proof
2. How to overcome your own reluctance to delegate and free up additional time
3. 4 personality styles and how to communicate-delegate effectively including 25 “do’s” and “don’t’s” that make communicating with various employees easier and effective
4. 5 qualities of effective interpersonal communications and 7 building blocks of communication which build performance
5. 7 questions to ask yourself before you delegate work to someone for the first time
6. Ways to overcome employee resistance to delegation and get them on the fast-track to growth
7. Proven techniques for monitoring the work without micromanaging people

Excerpt from page 9…

To make sure the work is getting done according to your expectations and as you instructed, will require timely follow-up. However, follow-up communication should always leave employees feeling empowered, not hovered over.

• For simple or routine work your follow-up should be more lax, especially for experienced performers.
• Monitor more closely any complex tasks, or those tasks which are new to the employee.
• Intervene and offer assistance or additional resources when an employee is struggling to complete a task. Then assess whether they can complete the task or will need…

“I personally guarantee your satisfaction. If you use the ideas I offer and you still don’t see any results or benefit after 45 days, I’ll refund your money immediately.”
~ Mark Holmes