Delegation is often very difficult for Hotel Supervisors and Managers.
Many Hotel Managers and Supervisors want to remain comfortable carrying out the same duties they have always carried out and making the same decisions they have always made – they simply believe they can do a better job themselves (carry on reading or watch the video).
Perhaps Hotel Managers don’t want to risk losing control of the situation or outcome – so they don’t want to risk delegating (giving authority) to their team-members in case of failure.
However, we should learn to Delegate soon as a Manager or Supervisor.
We should select the right people Ensure that the person has the time to take on the responsibility. Assess the skills and capabilities of your staff and assign the task to the most appropriate person. Make sure the person has the training and resources to succeed.
Always communicate the “What” and the “Why”? Identify the reason for the task and how it will contribute to the goals of the Hotel. Also, point out how the delegated task could benefit the person. For example, develop a specific skill that is needed to get promoted.
Set clear goals and expectations Be clear and specific on what is expected by the end of the task. Give different amounts of information depending on an individual’s confidence and experience.
If possible try and Delegate the entire task to one person This gives the person the responsibility, increases their motivation and avoids ambiguity in accountability. Otherwise, different people will have different ideas about who does what and when?
Delegate responsibility and authority Ensure that the team member is given both the relevant responsibility and authority to complete the task. Let the Team member complete the task without interference in the manner they choose, as long as the results are what you specified.
Provide support, guidance and instructions Point the person in-charge to the resources they may need to complete the task or project – if they need your help. That could be people they need to co-ordinate with, crucial information – or perhaps be willing to be a resource yourself.
Take genuine personal interest in the progress of delegated task Request to be updated on the progress of the task, provide assistance when necessary. But, be careful not to be intrusive; giving the perception that you do not trust the team members. Keep communication lines open, regular meetings on large tasks can provide this ongoing feedback.
Discuss causes of insufficient performance for improvements and recognise successes as soon as possible. If you’re not satisfied with the progress, don’t take the project back immediately. Rather, continue to work with the employee and ensure they understand the project to be their responsibility. Give advice on ways to improve. This ensures accountability and dependability.
Effective delegation allows your team members to learn, grow and be more capable. It allows supervisors to be more productive by focusing on what they are paid to do – getting the work done through others.
Always remember a routine task to you may be a new challenging task to somebody else.
Hotel Managers Delegating is not a sign of Weakness.
Read this, read it again and then give it some thought….