Here's how you can empower junior team members in strategic communications by delegating tasks.
Empowering junior team members in strategic communications is not just about giving them tasks; it's about fostering their growth and confidence within the field. Delegating tasks effectively requires a nuanced approach that balances responsibility with support. When done right, it can transform inexperienced employees into valuable assets for your team and organization. By entrusting junior members with meaningful tasks and guiding them through the process, you create an environment where they can learn, contribute, and ultimately, thrive. This article will guide you through the process of delegating tasks to junior team members to empower them in strategic communications.
Before delegating tasks, it's crucial to assess the skills and interests of your junior team members. Understanding their current capabilities and areas for growth allows you to assign tasks that are challenging yet achievable. This assessment should be a continuous process, adapting to their evolving skill set. By doing so, you ensure that the tasks you delegate are aligned with their development goals, which can increase their engagement and motivation to succeed.
-
How to empower team members in strategic communications? Simply, let the team be part of the strategy creation from the get-go. Having all types of team members be part of the ideation process and carry through this participation up to the work planning for implementation gives everyone ownership. It becomes a joint strategy, with joint commitment to implement.
-
There are two mistakes I see managers make: 1) They underestimate the amount of time and energy it takes to manage people and 2) They use cookie cutter tactics for the whole team, executing in broad strokes. It's imperative that a manager understands not only what motivates an individual, but what is the most important to them that makes them feel valued. These are unique to each individual. What you say to your employees is not the only thing that matters and should be customized, but how you say it and when you say it. Sometimes knowing what time of day the employee is at their best, delivering it in a way that you know speaks their language and motivating them towards a goal that matters to them will make a world of a difference.
-
Empowering team members is leader's responsibility. There are many forms of empowerment and depend on the need and spesific goals. Delegating task is one of those forms of empowerments. Before delegation, we have to explain the details of the delegation especially the goals so that the delegation is well understood by our team members. Monitoing the progrees to date, feddbak provision and clear direction is required to have great result of delegation. Once the delegation drives to biger impact not only to the goals achiement but also to our team members, we can say that delegation is succes. We need to confirm that our team members feel blessed and empowered through delegation.
Clear objectives are the cornerstone of effective delegation. When assigning tasks to junior team members, make sure they understand the goals and expected outcomes. This clarity not only guides their efforts but also gives them a sense of purpose and direction. Objectives should be SMART: Specific, Measurable, Achievable, Relevant, and Time-bound. This framework helps junior members to focus and provides a benchmark for success.
-
One practice I learned almost 20 years ago and still continue to do today is after having a fruitful discussion with an employee about their goals and objectives is to immediately follow up in email recapping the conversation. This should be less formal, but very clear and concise. The primary purpose of this exercise is to always make sure your employee has something in writing to refer back to so they never feel confused about how they can achieve success in the workplace. I think it's important to also reference the email at least once a month or so as a check-in and share where you have noticed some great improvement or acknowledge accomplishments that will encourage them to continue towards completing their goals.
Equipping junior team members with the right tools and resources is essential for their success in strategic communications. This includes access to communication platforms, data analytics, and any relevant software. It’s also important to provide guidance on how to use these tools effectively. By ensuring they have what they need, you set them up for success and show your trust in their ability to handle the tasks at hand.
-
Training, training, training! There is nothing more intimidating to a junior team member than referencing software or tools that the company adopted and make the assumption that they should already know how to use it, how to interpret the results and how to apply those results to any project.Do not make assumptions and ask them how comfortable they are with the tool. Make sure you create an environment where they should feel comfortable to say "not at all" and then provide them the proper training and walk through before asking for results. I also highly encourage you to partner them with up someone else on your team or a cross-functional team that is an expert in the tool so they feel they have someone to turn to other than their manager.
Support is a critical component of empowering junior team members through delegation. It's important to be available for questions and provide constructive feedback throughout the task. This support can take many forms: from regular check-ins to offering examples of successful strategies. It's all about creating a safety net that encourages them to take initiative and make decisions, knowing that guidance is available when needed.
-
Start together 🤝 Junior employees will feel like your partners when you share a common task. It would be an introduction to new responsibilities - on one hand junior will be learning from you, on the other hand you will be able to observe his/her work. Just keep the right balance and distance to not micromanage nor abandon. Step by step 🚶♀️➡️🏃♀️➡️🏆 This way the other team members, or wider, company community, will recognise that tasks are shared now to be fully delegated in the future. It’s like natural development. Nobody will be surprised when junior employee starts to lead chosen duty. You will also show a good example of leadership.
Encouraging autonomy is a powerful way to empower junior team members. Once you've provided clear objectives and the necessary tools, step back and allow them to take ownership of the task. This shows confidence in their abilities and encourages them to apply their knowledge and creativity. Autonomy also fosters critical thinking and problem-solving skills, which are essential in strategic communications.
After completing a task, it's important to reflect on the experience together. Discuss what went well, what could be improved, and how the task contributed to the larger goals of the team and organization. This reflection is not only a learning opportunity but also a chance to recognize their efforts and achievements. It reinforces the value of their contribution and motivates them to continue developing their skills in strategic communications.
-
When people understand how a task fits in to the bigger picture of what you're doing as a team, you feel way more engaged and more likely to do a better job. Don't just assign a task in a vacuum.
Rate this article
More relevant reading
-
Internal CommunicationsWhat do you do if you need to give feedback remotely in Internal Communications?
-
Corporate CommunicationsYou're facing pushback from stakeholders on new communication methods. How can you get them on board?
-
ConsultingWhat do you do if your executive communication is failing to engage stakeholders in Consulting?
-
Business CommunicationsHere's how you can effectively navigate change in business communication with adaptability.