Ashley Rudolph | Source | Founder & Performance Coach at Work with Ashley R

The art of effective delegating includes checking in with your employees, here's my thoughts on how to do that effectively:

Be around for check-ins
Delegating doesn’t mean wiping your hands of the task. Instead, you have to continue to be around for support to ensure the project is completed well. Ashley Rudolph is a former tech executive-turned-business consultant and coach. She helps companies achieve profitability by scaling their existing talent, processes and tooling, including helping middle managers successfully navigate challenging workplace dynamics.

“Don’t delegate and disappear,” she says. “Ever wonder why your team didn’t complete something exactly the way you wanted it whenever you just made a request and waited until the deadline to check in? You have an opportunity to invest your time and expertise and help them be successful.” She shares an example of this when she delegated to a team member who ended up having “second thoughts about moving forward” due to a challenge with a stakeholder.

“That check-in served as a meaningful turning point for us. I listened to her concerns but I used that check-in as an opportunity to point her back to the goals, reiterate that I was confident that she was the right person to do the task, and reassured her that what she was planning to do would address their concerns,” Rudolph says. “If I hadn’t planned to check in with her and just waited for the end result, the process would not have been revamped and released to the team, and we would not have had a clear way to communicate feedback and concerns from customers and internal teams back to the product team.”

https://www.success.com/total-responsibility-transfer/

How to be an effective business writer and communicator:

One thing I’ve found helpful is starting by clearly framing the conversation. If you have an ask - state it. If you’re sharing information as an FYI - state that up front. If you are coming to the reader with a problem and you’ve brainstormed solutions for feedback, tell them.

Many people give all the context upfront before getting to the main ask/objective and that’s confusing. Be clear about your desired outcome first, then share necessary details.

How to manage change effectively by providing support and resources:

Change doesn’t happen unless you provide follow on support. Getting input and feedback and providing clear and concise information helps manage the change but carving out time for your team to discuss the changes, ask questions, and talk through important details is what makes critical changes stick.