Delegation & Accountability: Get Your Employees Thinking & Acting Like Owners!
So many remodeling companies start small, with the owner doing almost everything. But as your company grows, and you’re running multiple complicated jobs, trying to do it all only holds you back.
But it’s hard to let go.
You know you have to delegate some of your duties, but too often that merely leads to micromanaging, frustrating you and your employees. When you’re in the thick of it, handing off some of your responsibilities can seem like the last thing to do — you don’t have enough time to explain it all, you don’t want to lose control, or you think you can do it better.
Learning to delegate is only part of the solution. Accountability has to be baked into the process to make it work for everyone. For to trust, and for your employees to fully understand what you want them to do.
The Cycle of Accountability
Everything about delegating duties to your employees properly revolves around clear agreements about who is accountable. Delegation is created in three distinct steps:
Having clear agreements clarifies individual roles and responsibilities. To create a clear agreement about what you need an employee to do, follow these steps:
- Create the task
- Define what the outcome should be
- Outline the actions it will take to get there
- Set the deadline
- Discuss the stakes — what happens if the goal is met or not.
It may take more time than you think you have to go through this process, but it’s time well spent. It will lead to your employee owning that task and feeling responsible for its successful completion.
It’s your responsibility to make your people feel empowered and supported — not abandoned — by you. Initially, that means scheduling regular check-ins as the task is in process. If there are problems or challenges, allow the employee to come up with solutions, then discuss.
Remind them that they are ultimately responsible to finish the task by the deadline.
The beauty of the clear agreement is that you and your employees can see whether they accomplished the delegated task. If they didn’t, you have a method to point out what went wrong and how to do it better next time.
You won’t have to do this every time — as your people take responsibility and understand outcomes, they become self-directed and empowered. They become more invested in the success of your company, and you get more time to grow it. Don’t be afraid to delegate!
Want More on This Topic?
If you are in Las Vegas this week for KBIS, Steve Wheeler will be presenting this topic at the Voices From the Industry Conference. Click Here for more Information.