My blog focuses on Organizational/Management Discussions and Workplace Discussions. As a manager, one of your most important tasks is to properly assign work to your staff. The following contributed post is entitled, How Should You Assign Staff To Specific Jobs, Tasks Or Projects.
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It’s not always easy to manage staff even if you have a fantastic workforce ready and raring to get started. Staring at a list of tasks that need completing and a roster of available staff, trying to figure out who should handle what, it all feels a bit like if you make one choice, you’re by implication not picking the perfect one.
Of course, some employees excel at certain tasks but struggle with others, while some are great all-rounders who could slot in anywhere. But it’s also important to consider avilability, skill levels, and those tricky personality matches to consider – perhaps your two best people don’t work with one another that well.
The real secret here is to make sure whoever you assign are applied in a way that keeps both your clients and your team happy. While your team knows they have a job to do and are contract-bound to do it, poorly matched assignments don’t solely affect the quality of work, they can make an employee into someone who dreads coming in each morning.
Now, your workers are here to work, and so it’s important not to dance around the idea of assigning it to them. But doing so with intelligence takes a little time. Let’s see what that might mean:
Balancing Strengths & Preferences
Everyone has those tasks they naturally gravitate towards, as some people love the detailed, methodical work that would drive others up the wall, while others appreciate the variety and new challenges. Cleaning company software like this can help track these preferences and successes over time, showing you exactly who excels at what, assigning teams to disparate outcomes each night, or planning more intensive work when it’s needed and splitting that into segments. It’s amazing how much smoother operations run when you tap into these natural strengths.
Building Balanced Workloads
Throwing all your complex tasks at your best performers might seem logical, and perhaps it would be in a video game where it’s only about resource management and control, but this is a quick route to burnout. If you can spread larger jobs in a way that challenges people without overwhelming them, like assessing how many people it will take to cover a site properly, that can help. You can also mix easier tasks with more demanding ones – such as making sure kitchen staff closing the kitchen down don’t have to perfect all the washing up in kind.
Managing The Human Element
That odd truth is that sometimes the perfect person for a job on paper turns out to be completely wrong in practice, as maybe they clash with other team members, or perhaps they just don’t click with certain clients. Paying attention to these less obvious factors, like personality fits and working styles, often matters more than pure technical skill. Now, that doesn’t mean a staff member should not work for a client just because they don’t like them – the criminal defense field wouldn’t exist if that were the case. But still, consider affability, connection and care, especially if assigning a team member to a long-term staff member. Maybe a hairdresser has a real rapport with your elderly clients, for instance.
With this advice, we hope you can create more effective task assignments that work for everyone involved.
