【#文档大全网# 导语】以下是®文档大全网的小编为您整理的《管理者如何在工作中“放手”》，欢迎阅读！
管理者如何在工作中“放手”
如果管理者是一个喜欢操控一切的控制狂的话，那么许多事情办起来会有不良的影响。特别是当你扼杀创新或革新时，你将错失许多潜在的改进机会。因此，建议管理者们在工作中可以采取下列方法下“放手”。 Start small 从小开始
Don't delegate something that is mission critical.Delegate something small (initially) and work your way up to delegating larger, more important tasks.
对重要的项目不要放手。先从小项目开始授权然后是更大，更重要的任务。 Seek the right fit 寻找适当人选
Everything shouldn't be on the table for delegation. Not just because of the importance of the task, but also because some tasks are a better fit for the particular person you're delegating to than others. Look for areas where employees have unique ability, interest or insight if possible.
不是所有事都适宜授权。不单单是因为任务的重要度，同是也因为要找到比其他人更合适的人选对应特定的任务。可以的话，发掘雇员有独特才能，兴趣或眼光的领域。 Don't have unrealistic expectations 不要心存不切实际的期望
Remember that there is a difference between someone doing something "wrong" and "not doing it the way you would have done it". Style differences are just that. If they prefer circle bullets, and you prefer squares, keep it to yourself.
谨记“犯错”和“不按你的风格行事”之间的差别。风格差异就是如此。若他们喜欢圆形子弹而你喜欢方型的，你只要保留自己的看法就好了。
Ask employees what level of support/communication they want 咨询雇员他们需要怎样的支援和交流
Everyone hates the micromanager who half delegates. Avoid this by asking them how often they want to check in with you.
没人喜欢部分授权的控制狂管理者。 要避免这种情况发生，你可以问他们，他们想隔多长时间向你汇报一次。
Reward effort and results 奖励努力和成绩
It's an achievement if employees are stretching their abilities and trying new things, and that should be acknowledged. With increased confidence comes better results, so don't focus on results exclusively. 如果雇员的能力得到提升并且在尝试新事物，这也是一种成就了， 那就应该得到认可。不要只专注于结果，因为信心增加了会带来更好成绩。
原文来自 必克英语http://www.spiikers.com/studydetail_52314524.html
本文来源：https://www.wddqxz.cn/fef85bab51e79b89680226c4.html
2023-12-19
