You're a new nurse manager. How can you delegate tasks effectively?
As a new nurse manager, you have a lot of responsibilities and challenges to face. One of the most important skills you need to master is delegation. Delegation is the process of assigning tasks and authority to others, while still maintaining accountability and oversight. Delegation can help you optimize your time, resources, and staff performance, as well as reduce stress and burnout. However, delegation is not always easy or straightforward. You need to consider various factors, such as the complexity and urgency of the tasks, the competence and availability of the staff, and the expectations and feedback of the stakeholders. In this article, we will share some tips on how to delegate tasks effectively as a new nurse manager.
Before you delegate any task, you need to assess the situation and identify the goals, priorities, and constraints. What are the desired outcomes and standards of quality? What are the deadlines and resources available? What are the risks and potential problems? How will you monitor and evaluate the progress and results? By answering these questions, you can determine which tasks are suitable for delegation and which ones require your direct involvement.
The next step is to choose the right person for the task. You need to consider the skills, knowledge, experience, and motivation of your staff members. You also need to balance the workload and ensure fair and equitable distribution of tasks. You can use various tools, such as competency matrices, performance appraisals, and self-assessments, to assess the strengths and weaknesses of your staff. You can also consult with them and ask for their preferences and feedback. By choosing the right person, you can increase the chances of success and satisfaction.
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Mélissa Laroche MScN, BBA, RN, IIWCC, GNC(C)
Nurse Innovator 🩺 | Advanced Practice Nurse Manager, Queensway Carleton Hospital
A genuine leader and good manager goes beyond just delegating a staff member a task to get done; they actually give responsibilities. They acknowledge and give full credit to that team member for their roles in a project, while providing support from the background throughout the entire process. They build that staff confidence step- by -step. True leaders cultivate and build confidence in the goal to grow more leaders, not followers.
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Andrea Fournier
Retired looking for a fun job!
Going through a cycle of discovery to help your team identify their strengths and opportunities for growth is key before delegating to team members. From a managent lens, tasks need to be completed. Creating a standard, with clear direction, will promote completion of tasks in the required timelines, provided the leader is open to providing the right resources including hiring the right people for the work required. This is not a simple question when explored from the bottom up.
Once you have chosen the person, you need to communicate clearly the expectations and instructions for the task. You need to explain the purpose, scope, and objectives of the task, as well as the roles, responsibilities, and authority of the delegatee. You need to provide specific and measurable criteria for performance and quality, as well as the resources and support available. You need to use clear and concise language and avoid ambiguity and assumptions. You also need to listen actively and encourage questions and feedback. By communicating clearly, you can ensure alignment and understanding.
After you have communicated the expectations and instructions, you need to empower and support the delegatee. You need to trust them and give them the autonomy and flexibility to complete the task in their own way, as long as they meet the standards and deadlines. You need to avoid micromanaging and interfering, but also be available and accessible for guidance and assistance. You need to provide positive and constructive feedback and recognition, as well as opportunities for learning and development. By empowering and supporting the delegatee, you can enhance their confidence and competence.
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Mélissa Laroche MScN, BBA, RN, IIWCC, GNC(C)
Nurse Innovator 🩺 | Advanced Practice Nurse Manager, Queensway Carleton Hospital
A new nurse manager working in healthcare adapt the autonomy and flexibility in their support to the staff that were delegated a task or a role in a project. It is about truly knowing how best to support your staff based on their needs. It is about knowing when to stand up, stand beside, stand firm and stand down based on the employee's abilities and skills. That is supportive leadership.
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Joshua Moore
Sourcing Specialist @ VitalSolutions | Social Media Recruitment Expert | Top Voice in Training
As a new nurse manager you should not be trying to change anything for at least the first 30 days. You should be assessing and identifying key areas for improvement. This will allow you to manage more effectively.
The final step is to review and reflect on the outcomes and process of the delegation. You need to evaluate the results and compare them with the expectations and criteria. You need to acknowledge the achievements and address the gaps and errors. You need to provide feedback and appreciation to the delegatee, as well as solicit their feedback and suggestions. You also need to reflect on your own performance and identify the strengths and weaknesses of your delegation skills. By reviewing and reflecting, you can improve your practice and outcomes.
Delegation is a vital skill for new nurse managers, but it requires planning, communication, and evaluation. By following these tips, you can delegate tasks effectively and achieve your goals.