In other cases, your instructions may

[fomayof928@mowline]

There are many different delegation styles to choose from. Choose a style that fits the task at hand, the skills and attitudes of your team members, and the results you want to achieve. Sometimes you may want to lay out specifications, telling employees what you want done and how it should be done. This may be an appropriate style of delegation if your instructions are urgent, team members are inexperienced, or you want to maintain control.

In other cases, your instructions may be generic so that your team philippines code number members can make their own decisions about how to complete tasks. This reduces your control but increases employee engagement and learning. There are many different styles of delegation between these two styles, and I recommend that you become familiar with them.



6. Manage performance through development and challenge
To get the most out of your team, you need to monitor performance and take immediate action when team members are underperforming. This is where many line managers fail.

Performance management isn’t about blaming your employees. It’s about supporting them by holding them accountable to agreed-upon goals. I recommend approaching them with a curious, non-judgmental mindset to find out why things didn’t go as planned. Initiate a constructive dialogue and work together to find solutions.



Providing constructive and timely criticism is essential to helping your team improve. Feedback should be appropriate, specific, and focus on behaviors rather than personal traits. Your role is to coach and support your team, not to criticize them personally. Be specific about what needs to change and how it should be changed.