4 Steps of Successful Delegation (A 3-minute Read)
Can’t Find Good Employees? No One Cares as Much as You Do. Is It Just Easier to Do It Yourself?
I've got some bad news. The number of people who will be responding to your help wanted postings is not likely to significantly change as hiring season approaches. The economy is good, you’re likely to get lots of work this year, but find it difficult to hire help. Finding help is the biggest concern of most of the landscape contractors I speak with.
I’ve got more bad news. It’s not them. It’s not your employees.
It’s you. This is not as it seems, totally bad news. Thinking you’ve hired a bunch of slackers renders you impotent and powerless to change. Very few people take on a new job so they can “F” it up.
The key to making good hires is having a system. The key to having and keeping good employees is also a system. Knowing how to delegate and hold people accountable is a system. Delegation is a key process in systemized businesses employed by successful business owners and managers who have, what looks to you, like great employees.
Delegation is a fundamental component of a systems based business. Delegating builds long term value for customers, employees, owners and the community. And it is a simple thing to do. Having a process for delegating that everyone in your company follows will avoid miscommunication and disappointment.
Here are the 4 steps to the Delegation Process:
Processes are the building blocks to running a systemized business. I specialize in helping landscape business owners systemize their companies. I have a degree in horticulture and lots of experience in owning and managing landscape businesses. It is my intent to help landscape business owners make more money, with less headaches. My experience and the experience of thousands of business owners has proven the way to do this is through systemization.
By Dan Pestretto
I've got some bad news. The number of people who will be responding to your help wanted postings is not likely to significantly change as hiring season approaches. The economy is good, you’re likely to get lots of work this year, but find it difficult to hire help. Finding help is the biggest concern of most of the landscape contractors I speak with.
I’ve got more bad news. It’s not them. It’s not your employees.
It’s you. This is not as it seems, totally bad news. Thinking you’ve hired a bunch of slackers renders you impotent and powerless to change. Very few people take on a new job so they can “F” it up.
The key to making good hires is having a system. The key to having and keeping good employees is also a system. Knowing how to delegate and hold people accountable is a system. Delegation is a key process in systemized businesses employed by successful business owners and managers who have, what looks to you, like great employees.
Delegation is a fundamental component of a systems based business. Delegating builds long term value for customers, employees, owners and the community. And it is a simple thing to do. Having a process for delegating that everyone in your company follows will avoid miscommunication and disappointment.
Here are the 4 steps to the Delegation Process:
- Spell out why it needs to be done. There should be a clear objective for the task and how doing it, fits into a bigger picture.
- Decide who needs to do it. Consider who would be best to do it. Keeping in mind the org chart and position objectives.
- When it needs to get done. A clear deadline and if it’s a complicated task define benchmarks and timelines between each.
- Agree on how you’ll be notified when it’s finished.
Processes are the building blocks to running a systemized business. I specialize in helping landscape business owners systemize their companies. I have a degree in horticulture and lots of experience in owning and managing landscape businesses. It is my intent to help landscape business owners make more money, with less headaches. My experience and the experience of thousands of business owners has proven the way to do this is through systemization.
By Dan Pestretto
