It is accepted practice that resort staff are given additional tasks not part of their regular job routine during a busy shift or hectic period.

As anyone who works in hospitality knows, delegation is simply part of the job. But how can managers ensure that the process is both fair to staff and part of a successful management technique? This article looks at ways resort managers can improve their delegation skills and make delegation work for everyone.

The term delegation is the transfer of responsibility for completing a task or job to a member of staff who is not generally in charge of it. However, it is essential to remember that accountability for the task cannot be delegated.

If a resort manager or supervisor asks a team member to complete a task, that person becomes responsible for it. They have a clear duty to complete it. But the delegating manager or supervisors remains accountable for it and legally liable for it too.

In a recent LinkedIn post, Stephen Sawyers identifies important delegation issues that any resort manager or supervisor should consider when delegating work. 

• Is this the appropriate person for the job?

• Is this the correct task for them, or are you setting them up to fail?

• Are these the proper circumstances for delegating, or should it wait?

• Is it possible to give them the correct guidance and communications to complete the task?

• Is the correct supervision and evaluation provided, or will they be left to their own devices?

In any industry, a good manager will never delegate a task or job to a member of staff who lacks the necessary:

• Education
• Knowledge
• Skills
• Talents
• Competencies
• Prior experience

Delegation is a fundamental management skill that is approached differently within resorts, departments, and teams. Some employees find delegated tasks an irritation, while others rise to the challenge and find it a source of pride.

So how can managers improve their delegation skills?

Jayson Demers, CEO of Audiencebloom, has some suggestions.

1 Master the art of letting go

The difficulty to let go of one’s work is the most common problem faced by resort managers and supervisors. They are sometimes so focused on finishing the work that they refuse to accept assistance from others.

Other times, they are concerned that no one else has the requisite talents or ability to efficiently complete the job, especially in these post COVID times where employment levels are challenging.

Whatever the case, learning to let go should be any manager’s top priority. Begin by delegating the minor duties and gradually increasing the complexity or difficulty.

Next, managers should improve the trust between them and their co-workers by getting to know the team better. Then take small steps, remembering that if they want their team to succeed, they’ll have to let go at some point.

2 Create a transparent prioritization system

Managers should establish a task prioritization system as part of the letting-go process comprising at least four categories based on the effort and skill required for each task.

Tasks in the highest-skilled group should be kept with the manager or supervisor, while those in lower-skilled categories can be delegated to others. Giving someone else responsibility for a high-effort, low-skill activity will save time.

Establishing a clear priority structure can aid managers in comprehending the nature of their responsibilities and delegating effectively.

3 Play to the strengths of your employees

As leaders, managers need to know their teammates’ quirks, strengths and limitations, and current and projected skill sets. Then, when delegating, the manager should consider the team and offer assignments to the person with the most relevant abilities for the job.

Unfortunately, although it appears to be a no-brainer, too many leaders allocate to whoever has the lightest workload or is the most convenient.

It’s also crucial to maintain consistency. Delegating the same type of activities to the same person, for example, will progressively improve that person’s aptitude for such tasks.

4 Include directions at all times

Even if the task procedure is self-evident, managers should include instructions with each delegated task. In addition, managers should provide information about any unique preferences required to complete the assignment. And make sure any deadlines or milestones are clearly understood.

Including information and clear directions from the start will eliminate most communication gaps and ensure that activities are completed successfully. It’s a proactive technique that will benefit both management and staff.

5 Don’t be frightened to teach new skills

Even if there isn’t someone on the team who can complete a task, the work can still be delegated. In addition, most skills and techniques can be taught, although some are easier to pick up than others. So, managers shouldn’t be hesitant to educate as part of the delegation process.

Successful managers will consider it an investment, even though assigning the first few jobs will take more time than it saves. By transferring those talents, managers can allocate similar responsibilities to that person in the future, saving more time.

6 Have faith in your team but double-check

Managers must trust staff to do the assignment once it has been delegated. This will allow the individual to approach the project how they see fit. 

However, managers should check in on the task from time to time to ensure it’s going as planned. For example, if an employee was delegated an assignment a week ago due tomorrow, trust that they are on top of things. However, send a quick follow-up email to ensure they haven’t run into any problems.

As a result, the team will have more trust and regard for one another and fewer communication or understanding breakdowns.

7 Improve delegation skills with feedback loops

The most crucial component of the delegation process is feedback, which works both ways. If employees have completed a task successfully, managers should publicly thank them and offer genuine praise. Conversely, if they’ve come up short, don’t be hesitant to point out where they went wrong.

Inviting employees to comment on how a manager delegates is a crucial opportunity to discover any issues. For example, did they provide enough information or training or assign the proper tasks to the right individuals?

The skill of delegation isn’t easy, and the process is not straightforward. However, the sooner managers get started in the hospitality industry, the sooner they’ll gain the skills necessary to do it well. Recognize that the process will never be perfect but learn from your mistakes and make improvements as needed.

Source: Inc.com