Delegating authority is necessary evil or good?

When a new enterprise is created, at first, as a rule, its founders do all the work themselves. As the success in increasing sales volumes, the growth of the assortment and the creation of branches, the firm management begins to understand that good assistants are required who have the required level of skills and are trustworthy. In other words, delegation of authority is necessary.

These two conditions cause the main problems. If professional suitability can be checked, although sometimes it is not an easy task, the honesty of the employee is always in doubt, even if he has the best recommendations.

However, the amount of work can grow so much that delegation of authority becomes an extremely urgent task. There comes a time when it becomes objectively clear how good the leader is, because one can judge this by the results of the work of his company.

As a rule, a director who, in front of the whole team, checks the work of the cleaning lady and makes comments to her, provokes ridicule, though not always obvious. Such "democracy" is inadmissible even in those cases where the object of attention of high authorities is the rank and file of managers.

Signing of ordinary supply contracts, personal "piling up" negligent employees, constant employment with a general deterioration in the economic performance of the company - these are typical symptoms of the fact that delegation of authority in the organization is wrong or there is simply no question of it.

The manager should deal with other issues, such as determining the strategic course of the enterprise, making serious decisions about the purchase of goods or production equipment, increasing or decreasing the number of personnel, etc., and if he does not have enough time for these "little things", then early Or there will be a financial collapse.

The problem of training and professional growth of employees is solved in the course of practical work, and if the initiative is even constrained even in the solution of secondary issues, it is almost impossible to prepare qualified assistants, as well as determine the suitability of a member of the team for performing a task. And this is very important, because people who know and know everything in the world do not exist, and sometimes an ordinary manager can cope with a difficult task better than his leader, thanks to his special training.

Delegation of authority in management can be an excellent way of non-material stimulation, it will demonstrate trust to the employee on the part of the manager, will be highly appreciated.

There is one more point, which speaks in favor of distribution of loads in the team. With a high-level chair, not everything is visible, sometimes problems are more objectively evaluated by those with simpler chairs. Delegation of authority will help to effectively eliminate bottlenecks and, most importantly, do it faster. The manager should understand the essence of the task assigned to him, independently decide how to perform it, then he will become a real employee. In all the opposite cases it will remain "office plankton" and "biorobot".

If it is necessary to give the shortest definition of the concept of " enterprise management ", then it will sound like "delegation of authority." It is very important for all managers to remember that it is powers, not responsibility, that are delegated.