How To Create Qualified Team Leaders To Oversee Large Departments
October 22, 2014
Although managers are responsible for their teams, in larger organisations, it is difficult for them to oversee each individual employee. Therefore, successful supervisors create hierarchies among their staff with team leaders that oversee their specific groups, and report to the manager. Although this strategy involves sharing power and responsibility with others, a successful hierarchy will allow managers to stop micromanaging employees and focus on their own duties.
Share the Power – If you have separated your subordinates into groups, and have created a team leader for each group, make sure to share some decision-making power with that leader.
The worst mistake a supervisor can make is to designate a leader, but then show to that employee’s group that he or she has no real power. A group can only be efficiently led if its chief can reinforce their words with actions.
Although team leaders will probably not be allowed to terminate jobs, do give them a chance to reward and punish their subordinates.
Share Your Vision – You may choose not to share all the details about a given project with all your subordinates, but you may want to divulge some of that information to the team leaders. The more details they have about the task at hand, due dates and budget, the more efficient they will be. Plus, sharing sensitive information will make team leaders feel like you hold them to be trustworthy.
Communicate – A big mistake in this process is to create teams with leaders, and then expect them to turn in a finished product. Although you have designated a superior to oversee each team, you are still the manager, and it is vital that you check in and communicate with employees throughout the week. This will give you a chance to recognise any mistakes early, and steer the project back on the correct course.
Motivate – When creating team leaders, remember that these individuals will now hold more responsibility, which will likely bring more work and more stress.
Therefore, remember to motivate the employees to continue to strive to lead their teams. Otherwise, they will not see any benefit in taking on the extra work. If possible, promote those employees and offer an increased salary.
If that is not possible, consider other small rewards that will make them feel recognised and valued.
Creating team leaders often lessens the job load of supervisors, as they no longer need to micromanage employees. However, it is important to follow the four tips above to create a smooth process when establishing leaders.