Give the performer a goal and resource

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Based on this information, set the technical specifications. In some situations, you will have to discuss in detail what needs to be done, in others, give the contractor freedom to implement it.

If you ask a middle-level project manager who has successfully completed dozens of projects to prepare an invoice, do not rush to explain in detail what and how to do. An experienced employee may decide that you doubt his competence. This may affect the working relationship. Therefore, it is better to first clarify whether the colleague has encountered such tasks and whether he has any questions.


In our telegram channel you will find a template for assessing employee competencies. It will help you effectively delegate tasks to the team.
Employee Competency Assessment Template




For a clear understanding of the task, its context is important. Therefore, oman email list the purpose of his work should be explained to the performer: why this task appeared, why it needs to be completed, and what the results will affect.

For example, you should call the customer for literally 15 minutes to tell about the current status of the project: what has been done, what problems there were, how they were solved and what the team is working on now. But if you do not explain this to the performer, he may decide that the customer demanded a full report with a presentation. As a result, the colleague will spend more time on preparation than required.