In today's workplace environment, task assignment is one of the important challenges faced by managers, and how to effectively assign tasks to subordinates and ensure that subordinates can perform tasks clearly and efficiently is a necessary foundation to improve team work.
However, in practice, many managers always have no results after assigning tasks, and subordinates are not very likely to take the initiative to feedback the task process.
In fact, the answer is only two words, and that isCommunication
Managers want to let employees complete their work tasks with high quality and efficiency, and it is inseparable from communicating with employees, and only communication can make employees understand what they want to do. However, communication is not a simple transmission, there are many methods and know-how.
In assigning tasks, it is necessary to clearly explain the "cause and effect".
Many managers always act as "mouthpieces" or "sorters" when assigning tasks, and simply tell their subordinates about the company's decisions or the work content they have in mind to let their subordinates carry them out, which is actually very wrong.
When a manager assigns a task, he must not just mechanically complete the action of assigning the task, but only fulfill the obligation to informDon't just talk about the "what", you need to talk about the "why".。Explain to employees why they are doing this work and what value this work has to the company and the team, so that employees can understand the background of the work, the purpose of the work and the specific requirements of the work, and give employees a greater sense of meaning, so that it is easier to give full play to the subjective initiative of employees when completing the work, so that the task can be completed better.
The transmission of information should be accurate and not omitted
While this is a basic requirement, the details are important. In the course of work, managers face more things and more employees, so managers are often busy or have confused memories, which may be reflected in the work arrangement.
For example, when the monthly report is to be submitted at the end of the month, "I need to send the monthly report to my mailbox before 18:00 this Friday, and follow the report template of the previous month" will be clearer than "send me the monthly report as soon as possible".
The second is to insist on using a complete form of expression, which may be strict at first, but will be lazy after a long time, which is also a challenge for managers.
Communication should focus on two-way communication
Communication is a two-way streetThe assignment of work is not a one-man show, but requires the echo of both parties. Many managers take it for granted that the employee has received it, but in fact the other party may not know much about it, and many misunderstandings and conflicts start from this place.
For example, if a manager assigns a job, and the employee hesitates for a long time and says, "I'll try it first", if the manager lets the employee do it on their own, the result may not necessarily reach the goal.
This is because there is no two-way communication, managers do not provide direction to solve problems, and employees themselves do not have a process to complete the work.
In fact, at this point, managers only need to ask employees to repeat the work content according to their own understanding, or explain their own operation process, so that the ideas of both parties can be exchanged and the communication will be clearer.
Communication should be proactive, not taken for granted
Communication can't waitYou can't wait for employees to take the initiative to ask for solutions when they have problems, and subordinates may not take the initiative to ask and communicate even if they face problems. Therefore, in this case, managers cannot take it for granted that the progress of the task meets their expectations, and needs to take the initiative to understand the progress of the employee's work, find problems and help the employee adjust in time to maintain the smooth progress of the task. Of course, when encountering mistakes in employees, don't blindly blame employees, analyze the causes of problems in communication, find ways to avoid them in the future, and try to avoid blaming and questioning, otherwise it will invisibly raise the threshold of communication, and it will be more difficult for employees to take the initiative to communicate.
Communication is not a debate, and there is no need to argue about right and wrongTherefore, when managers assign tasks, they must have comprehensive communication with their subordinates and fully exchange ideas from both sides in order to reach an effective agreement.