When a new enterprise is being created,as a rule, its founders do all the work themselves. As the success in increasing sales volumes, increasing the range of products and creating affiliates, the firm's management begins to understand that good assistants are required who have the right skill level and are trustworthy. In other words, delegation of authority is necessary.
These two conditions cause major problems.If the 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 increase so much thatdelegation 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, the director, who in front of everythingthe team checks the work of the cleaner and he makes comments to her, causes ridicule, even if not always obvious. Such "democratism" is also unacceptable in those cases when the ordinary managers become the object of attention of the high authorities.
Signing of ordinary supply contracts, personal“splitting up” of careless employees, permanent employment with a general deterioration in the economic performance of an enterprise — these are typical symptoms that the delegation of authority in an organization is done incorrectly or is simply out of the question.
The manager needs to deal with other issuessuch as determining the strategic course of an enterprise, making serious decisions about purchasing goods or production equipment, increasing or decreasing the number of personnel, etc., and if he doesn’t have enough time for these “little things”, then financial collapse will come sooner or later.
The problem of learning and professional growthemployees are solved in the process of practical work, and if the initiative, even in solving minor moments, is constrained, then it is almost impossible to prepare qualified deputies, as well as determine the degree of suitability of a team member to perform a particular task. And this is very important, because there are no people who know and are able to do everything in the world, and sometimes an ordinary manager can cope with a difficult task better than his manager, thanks to his special training.
Delegation of authority in management can be an excellent way of intangible stimulation, it will demonstrate the trust of the employee from the head, will be highly appreciated.
There is one more thing that speaks in favor ofdistribution of loads in the team. Not everyone can be seen from a high commanding chair; sometimes problems are much more objectively evaluated by those whose chairs are simpler. Delegation of authority will help to effectively eliminate "bottlenecks" and, most importantly, do it faster. The manager must understand the essence of the task entrusted to him, independently decide how to carry it out, then he will become a real employee. In all other cases, it will remain “office plankton” and “biorobot”.
If you want to give the shortest possible definitionthe concept of "enterprise management", it will sound like "delegation of authority." It is very important for all managers to remember that it is powers that are delegated, and not responsibility.
