As IT managers, it can be difficult to keep track of many issues due to the fast-paced environment of development teams. As the team expands and more tasks are assigned, the ability to manage everything may decrease. To increase productivity, it is advisable to start delegating responsibilities to other team members.
Without delegation, managers bog down their teams and increase the likelihood of project failure.
It can be challenging for development teams to assign responsibility, so how can you guarantee that the next leader you choose will be successful? Is there any risk of them causing a major disruption?
Explain the concept of “delegation of authority.”
It is easy to become overwhelmed when we have multiple tasks to focus on, increasing the likelihood of making mistakes. Have you ever been attempting to complete multiple tasks simultaneously, only to realize you cannot write because you cannot locate the pen you are using? After searching in vain, Bob enters the office and informs you that the pen is held in your hand.
We are at risk of overlooking minor details if we attempt to manage all aspects, such as ensuring projects remain on track and that teams are delivering optimal performance. Bringing Bob onto the team would be advantageous, as he has the expertise to identify small improvements that could lead to significant increases in efficiency.
Delegation of authority is the process whereby a manager assigns tasks to their team members and authorizes them to carry out those tasks.
When software teams assign particular procedures and duties to certain team members, it is referred to as delegating authority.
The Role of Delegation in Remote Software Development Teams
Managers of virtual software teams often find it difficult to understand when and how to assign authority and accountability to the team, as demonstrated in the research paper “Leader Delegation in Global Software Teams: Occurrence and Effects” conducted by institutions in the United States and Ireland.
This research utilized a multi-method approach to analyze leader delegation in global software teams, based on a survey and in-depth interviews with software development teams at a Fortune 100 software development and service organization with over 350,000 employees worldwide. A total of 150 employees from Ireland, the USA, India, and China completed the online survey.
It can be inferred that managers are more likely to assign additional responsibility to employees if they deem them capable of handling it. If an employee believes that they are adequately equipped to take on additional tasks, they are more likely to be chosen by their superiors to do so.
However, a lack of self-awareness can have a negative effect on the success of delegating tasks in virtual teams. For this reason, it is important for managers to assess employees’ self-perception before delegating tasks.
How to Give Your Development Team Responsibility
It is important to evaluate a programmer’s sense of self in order to understand their capabilities. An assessment of their ability to delegate other IT tasks is also necessary. It is also important to consider the potential consequences of any mistakes they may make and the resources needed to rectify them.
Leaders in IT teams, where time management is of the utmost importance, often find themselves questioning the idea of relinquishing control to another employee. This can lead to a micromanaging attitude, with the belief that handing over responsibility to someone else is futile.
In what way, exactly, did it turn out? There will be more tension, a decrease in productivity, and longer completion times for projects.
If the leader delegates responsibility to other team members, they will have the opportunity to focus on more pressing matters. This will also provide team members with the chance to develop their leadership skills and increase their chances of being promoted. It is certainly an attractive option.
5 Ways to Share Responsibility on a Development Team
Determine Current Expertise
You should initially assess the skill sets of your team members if you have many management duties to delegate. Inquire within:
- Is this programmer competent enough to handle this project?
- Do they have the ability to lead?
- Is it safe for me to hand over these responsibilities to them?
It is essential that experts possess not only technical competence and knowledge, but also the interpersonal and communication skills required to perform effectively in their roles.
John is a highly skilled coder who prefers to work alone; he would be an asset to any development team. However, Jack is an equally impressive candidate, despite having lesser coding ability than John, due to his extensive knowledge in the field and excellent interpersonal skills.
Make Sure You Can Rely on the Teammate.
It is essential to have trust in the individual you are delegating responsibility to if you are looking to make a change. Having faith in a colleague implies having trust in their capacity to deliver an exemplary job, thus leaving you free to focus on other tasks.
Delegating responsibility can be beneficial in allowing you to focus on the key areas of your role. However, this strategy may appear like additional work and pressure if you are not confident in your colleague’s ability.
Leaders may delegate responsibility to their subordinates after a period of time working together and being assured of their ability. To ensure the successful integration of a new team member, it is essential to provide mentorship and monitoring during the first few months of their appointment.
Have a Modest Outset and Extensive Goals
It is advisable to introduce new team members to their roles in a gradual manner, rather than giving them the entire project to complete. Managing large projects can be a daunting task regardless of experience level, and can lead to the team member feeling overwhelmed.
It is essential to break down a large task into achievable segments and set clear goals prior to beginning. Additionally, ensure that those involved are aware of the objectives, providing them with an overview of the situation and enabling them to make reasoned choices regarding the task and its completion.
You may trust them with more and greater levels of responsibility until they can handle an entire project on their own with little oversight.
Construct a System for Delegating Responsibility
The new leader will be expected to take on a great deal of responsibility once they take over. Therefore, in order to ensure that all relevant parties are aware of the tasks they need to complete, it is preferable to document the process and make it accessible to all.
Take care to provide a detailed account of the decision-making process and how their responsibilities will change.
As a chef, you are now responsible for designing dishes for the restaurant. To ensure efficient communication, it is important to document the process in writing. This will enable the new chef to understand which chocolate desserts work best with sea salt and which are better with powdered sugar. Additionally, the written records will provide a reference for any uncertainty.
Schedule Regular Feedback Sessions.
Meeting your new supervisor for an individual discussion is a great way to gain insight into their progress in their new role. You may express your dissatisfaction with the service or provide ideas for potential enhancements.
As a leader, it is your duty to provide your team with the support they need to tackle the greater challenges that come with taking on more responsibility. By doing so, you will have the opportunity to gain insight into their work ethic and character that you may not have been aware of previously.
Does Your Development Group Need to Expand?
Are you feeling overwhelmed by the amount of work you have to do? Do you need to increase the size of your IT team to complete your projects? If so, the Works team can help. We have extensive experience in finding and recruiting highly skilled IT professionals that meet your requirements. To get access to more personnel, please click here.
