Workload distribution and task delegation in the construction field are essential for project success. Because the construction manager cannot and should not do everything, they should choose the most qualified workers to complete specific tasks.
Workload distribution and task delegation help construction workers develop their skills and experience for elevated performance. The results include increased trust, collaboration, and team cohesion. These results help strengthen worker engagement, productivity, and team morale.
Follow these guidelines to maintain effective work distribution and task delegation in the construction field.
Review Your Current Task Delegation Plan
Ask yourself the following questions to determine what your task delegation plan looks like:
- Is there an available team member I can delegate to? If so, delegate the task to the relevant worker. If not, complete the task yourself.
- What is the time frame for the task and the scheduling of the construction project? Consider whether you have time to delegate or you must immediately complete the task.
- Which project details are confidential? Tasks that are not confidential could be delegated.
- How complex is the task? Consider how much training and time would be needed to delegate and complete the task. If substantial, you might want to complete the task yourself.
- What is the accountability level? Determine whether you can assign accountability to a worker or should complete the task yourself.
Determine Which Tasks You Can Delegate
Clarify which tasks you can and cannot delegate. For instance, you should complete tasks that contain confidential information. Also, qualified workers should be chosen to complete delegated tasks. Additionally, avoid delegating undesirable tasks just because you do not want to complete them.
Focus on maximizing productivity, improving your team’s skills, and supporting professional growth. These activities free up time for you to handle higher-level tasks.
Create a Task Delegation Plan
Determine which tasks should be delegated to which workers. Consider the following details:
- Which workers are qualified to complete each task
- Who could complete a task and develop their skill set with proper instruction and mentoring
- Which workers should not be delegated certain tasks due to time and training constraints
- Who has the most experience and seniority level and deserves the tasks
- How important and visible the tasks are for specific departments or teams
Delegate Tasks According to Competency
Consider the amount of preparation that must be provided for a worker to complete a task. This preparation varies by the worker’s experience level:
- Show experienced workers the big picture related to the task. Include the goal, objective, resources, and deadline for completion. Then, let the workers begin.
- For workers being trained, set clear expectations and a timeline for completing the task. Also, answer questions and discuss the follow-up meeting schedule to ensure the work is done correctly. Then, let the workers begin.
- For unskilled workers, define the importance and purpose of the task, then work through each part to ensure the worker understands it. Include the necessary standards and resources and an action plan for regular check-ins. Then, let the workers begin.
Monitor the Workload Distribution
Regularly follow up with workers to determine the progress and quality of the task delegation. This follow-up emphasizes the importance of task execution:
- Ask each worker for the status of their task to determine whether it is on schedule.
- Discuss any issues and how they were or could be resolved.
- Determine how much authority the worker should have for the task so they can work as independently as possible.
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