The statements “two heads are better than one” or “teamwork makes the dream work” were not spoken for nothing. Considering that the human capacity is limited, it cannot be thought for a person to catch up with every job or to perform more than one job at the same time, except for exceptions. Therefore, dividing work and sharing some of the work is very beneficial for people who want to run an effective business.
Delegation, in other words, delegation of authority can be defined briefly as the transfer of some works to the employees of the manager. However, the delegation process is not a simple delegation of authority, it actually contains many elements. For example, simply telling a random employee what to do and not interfering with the rest would not be an effective delegation method without being selective. In this process, many factors such as the qualifications of the employees, the nature of the job, the expectations of the managers, the need of the company are important and the necessary research should be done for effective delegation. The success of this research depends on the consistency of the answer to the question of what is a delegation.
Once the question of what delegation means is answered, managers can do their delegation task more effectively. So how about effective delegation? Management is the art of managing both business and people. In the execution of this art, it is very important to get support and to work as a team. At this point, delegation, that is, delegation of authority, comes into play. At that point, the manager should have confidence in his employee and the employee should not negate the trust in him. For this reason, specifying the expectations at the beginning of the job and delegating authority according to the competencies of the employees will ensure that possible problems that may arise in the future are prevented early.
On the other hand, during the delegation, the manager should give the employee some kind of information about the delegation and make the employee feel that he is with the employee throughout the process. Managers should also build solid relationships with those they delegate the business to, commit to contributing to the development of those empowered, and providing feedback to them. Because feedback is very important in terms of delegation performance and learning from experience. Time and energy will be saved as a result of the manager preparing his/her employee for this responsibility.
Once the expectations for effective delegation have been set, the manager should evaluate the candidates to whom he will delegate the job. In this evaluation, factors such as the person’s competencies, desire, and disposition should be taken into account. For example, if a person who does not like to be a manager or take responsibility is transferred, this situation not only disrupts the work, but also tires the employees. Therefore, aspirations and competencies should never be overlooked in determining the suitable candidate for delegation. At this point, it will be beneficial for effective delegation to get the opinions of other employees as well as the candidates to whom the authority will be transferred and to exchange ideas.
When the delegation of authority is carried out well, it will be very beneficial not only to the manager, but also to the people and the organization being managed. As regards the delegation’s benefits for the leader, energy and time savings can be counted first. The manager who delegates the job to someone else will be able to devote more time to developing the institution and himself. Consequently, the manager who trains himself becomes more competent in management. The leader can increase both the quality of life and work by transferring authority to the people who can do the job in the best way.
Delegation also has benefits for delegated employees. First of all, when the job is delegated, the person has the opportunity to develop himself and takes responsibility. Thanks to the responsibility it assumes, both sense of responsibility and team spirit develop. In this way, solidarity within the institution increases and the sense of belonging in the person increases. It is also important in terms of training future executive candidates. In this way, the person whose authority has been delegated finds a kind of training field for himself and it becomes easier to manage the team when he comes to higher positions in the future. In addition, it improves the quality of work by establishing a close relationship with the leader who delegates the job to him and getting feedback from him. The increase in the quality of work naturally brings success on an institutional basis.
If we look at the benefits of the delegation for the institution, it can be said that it contributes to the realization of another effective business organization. Managers and employees who specialize in their field do their jobs in the best way by making better decisions for the company. Since it is unthinkable for a person to do every job, both corporate and individual success increases. Increasing this success also brings about corporate growth.
As a result of the delegation, both personal development and corporate development are possible. On a personal basis, the delegation strengthens team spirit, increases motivation, stimulates personal development and contributes to human relations. In the example of a bank manager delegating some jobs to the assistant manager, the assistant manager’s sense of belonging increases, his motivation to do business and grow business develops, he spends time to research and develop himself for effective management, and by working closer with his teammates, he improves both human relations and team spirit becomes stronger.
In terms of the institution, it is seen that effective management brings success on an institutional basis. People work better with those they feel good about. In organizations with high team spirit, both corporate and individual success is higher. In addition, since the responsibility is shared, it is easier for the team to cope with a negative event.