Do you often encounter the question of why the work assigned to your subordinates, they are always not good enough?In fact, many times the problem is not with the subordinates, but with us as managers who do not assign tasks correctly. Don't worry, here's a simple five-step method to help you easily improve the execution of your subordinates!
Communicate clearly: Let the demand no longer "hide and seek".
When you feel that your subordinates' execution is not enough, don't be in a hurry to get angry. Come to think of it, did you really make the task requirements clear?Vague needs are like hide-and-seek, leaving people with no direction. ClothWhen setting up a task, you want to make sure that every detail is as clear as a clear crystalClear. For example, if you want a subordinate to submit a report, don't say, "Give me a summary". You have to say, "I need a summary report on our department's Q2 performance, including the number of new customers, revenue data, market feedback, etc., and submit it by Friday." In this way, subordinates can get your point accurately. 
Therefore, when assigning tasks, it is important to communicate requirements accurately and specifically. Tell subordinates what needs to be done, when it will be done, and the context and importance of the task. In this way, they can be clear about their goals and act quickly. Here is something to keep in mind5W H Principle and Smart Principle:The former refers to assigning tasks that include: who, where, why, when, what, how, and hwo muchThe latter refers to the five key elements of the work objective: specific, measurable, achievable, relevant and time-bound.
Repetition confirmation: Avoid the "I think" mistake.
Everyone's comprehension and expression are different, and sometimes misunderstandings are inevitable. To avoid this, it's a good idea to have a subordinate repeat the task. Not only will this ensure that they truly understand your request, but it will also correct any misunderstandings in a timely manner. Remember, communication is a two-way street, and paraphrasing confirmation is a critical step in ensuring that information is delivered accurately. In short, after you assign the task, let the subordinates repeat it, not because you don't trust them, but to avoid misunderstandings caused by "what I think". In this way, everyone can have a clear idea when it comes to implementation. Attention needs to be paid here"Difference effect" and "funnel effect".The former, that is, subordinates often have questions or are not completely clear due to the difference in hierarchy between them and their superiors, and usually do not dare to take the initiative to say it. 
The latter refers to the fact that, under normal circumstances, a person thinks 100% in his heart, speaks only 80% of what he thinks, others hear 60% of what you think, others understand only 40%, and the result is 20%. In this way, 20% of each layer is leaked, like a funnel. Therefore, managers should ask their subordinates to take the initiative to repeat and then verify and confirm.
Purpose: To stimulate the initiative of subordinates.
Just know that performing tasks is like a brainless robot. Therefore, it is not enough to know that the task is carried out, it is equally important to understand the purpose behind the task. The purpose and meaning of the task with the subordinates can stimulate their thinking and initiative. In this way, they can not only complete the task, but also think about how to better achieve the goal. After all, the real job is not to dig holes and fill them, but to plant trees that grow. I often say,When managers assign tasks, the why is more important than the how. Just like when we are fishing, the happiest time is not when we eat the fish, but when the fish bites the hook. In short, we feel that the meaning of the work process is often more important than the result.
Confirm boundaries: Let empowerment dance with responsibility.
Delegation is important, but it's not about letting things go. You need to be clear about what your subordinates can make their own decisions about and what they need to report to you. This not only trains the subordinates, but also ensures that the project runs smoothly. After all, the kite flyer has to have a string in his hand. 
Remember, good management is like flying a kite, you have to release the string to let the kite fly, and you have to hold the string tightly to ensure safety. There is a six-word formula for authorizationGrasp the large, put the small, and manage the fineThat's what I'm talking about.
Ask for input: Make execution smoother.
Don't underestimate the opinions of your subordinates, they are front-line fighters and can often see problems that you can't see. Asking them for their opinion not only makes them feel respected, but also makes the task more realistic. After all, on the battlefield, whoever is closest to the enemy knows the enemy best. In short,Assigning a task is not a one-way command, but a two-way communication. Asking your subordinates for their opinions and suggestions will not only make them feel respected, but it will also help you think more holistically. Subordinates are front-line people who carry out tasks, and they may have some good ideas that you can't think of. So, don't underestimate this step, it could beThe key to reaching consensus and improving execution. 
After all, creating a sense of participation among subordinates will make subordinates more responsible in the work process and make the final result more fulfilling. Write at the end:In short,If you want to improve the execution of your subordinates,The key isHow to assign tasks correctly. Try this easy 5-step method!You'll find that your subordinates become more proactive and work efficiency will increase dramatically!