Clear assignments and recognition are needed if people are to be comfortable with what they are expected to do. If assignments and expectations are not clear, people will tend to blame each other, or outsiders, for incomplete or improper task completion.
The clearer you are when communicating the definitions of any tasks and its responsibilities the more productive the individual will become. In a sense, throughout your career, you are delegating everything that has to do with a successful practice to first one employee and then another over and over again.
How are your delegation skills?
Are you getting the idea that delegation is more than just telling someone what to do and having him or her repeat it back to you? Delegation is a complex, often emotional, process involving two or more people. Human interaction is a significant piece of practice success, so the skills to enhance related activities will be central to the financial strength of the practice.
Each optician you hire has different abilities, insights, and levels of confidence, anxieties and habits. New hires need to be challenged. They need to have a chance to achieve and to be recognized. Plus, the brighter and more dedicated the employees, they need to perceive at least some sense of control over their area of responsibility.
How do you know if you understand the process? The snowball analogy is pretty apt, because the power of compounding has taken hold. You took a handful of snow, rolled it into a ball, and then started to roll that ball up the hill. At some point, you asked an employee to take over and they continued up to the steep top.
Over time, and under the watchful eye of the employee, the snowball reaches the top and begins its descent. It eventually becomes bigger and bigger as it accumulates more and more snow.
In practice management, the hope is to eventually turn that once-small snowball into a self-propelling machine. You’ll push that snowball along yourself, adding fresh snow as you go. But eventually the snowball rolls all by itself.
Doctors voice a desire to delegate, and employees tell me they are willing to assume more responsibilities. But somehow it devolves into endless meetings and reporting with little progress toward stated goals.
Once that thing is rolling downhill all by itself, you’ll be alleviated from a lot of work. And that’s where you want to eventually be!
Your employees are just as excited as you. They rightly feel worthy of the responsibility. Delegation is not only beneficial to the “delegatees” but is also necessary for the full effectiveness and efficiency of the “delegator.”