4 Tips That Will Get You Hired in 2019

4 Tips That Will Get You Hired in 2019

INSIGHTS

4 Tips That Will Get You Hired in 2019

JOSH BOESCH, LUTZ TALENT SHAREHOLDER

 

The new year brings new goals, resolutions, and the opportunity to start fresh with your career. Whether this means jumpstarting your job search or switching career paths entirely, you can take a few steps to make the coming year more enjoyable and prosperous than the last. Here are four quick and effective tips to help you get hired in 2019:

 

1. Give a Great First Impression

Creating a unique and tailored resume is a great way to stand out from the crowd and give a good first impression. Start by making sure you’re using a current resume format for your industry. Keep it brief and ensure you’re listing valuable skills and tasks related to the position you are applying for.  Be sure to highlight your track record of success.  Key accomplishments can distinguish you from the rest. 

Double check your resume for spelling and grammatical errors. Also, if you can, try to get someone in the industry you plan to work in to review and edit your resume for content. If you don’t know anyone in the industry, see if a family member, friend, or even your recruiter is willing to review it for you.

 

2. Network, Network, Network

Let people know that you’re willing to make a move and do it with confidence by networking. It’s good to attend local conferences or networking events for your industry.

You can also reach out to old colleagues and friends. Catching up over lunch or grabbing some coffee will help you stay top of mind when they hear of new career opportunities.

Also, you can reconnect with past clients by sending out handwritten thank you notes. This helps you reestablish a relationship through personalization while letting them know about your interest in new career opportunities.

 

3. Set Yourself Up for Interview Success

If you want to do your best on your interview, you have to set yourself up for success with a little preparation. Know what the hiring manager is looking for and do your research in advance. Spend a few hours getting to know all you can about the company you’ll interview with. This includes doing in-depth research on the company’s history and reviewing current news releases.

Also, prepare for the interview by doing a mock interview. Practice answering general questions, and prepare a few answers ahead of time. In addition, plan what you’re going to wear and take any required tests before the interview. Make sure you also know how to find the location of the interview or test your technology if you’re doing a virtual interview.

 

4. Don’t Get Greedy

When you’ve passed the interview process and are going through the salary negotiation phase, it’s important not to get too greedy. Too many ideal candidates get caught up in how much they’re getting paid now or what the offer is, and aren’t focusing on the right things.

Remember that a small pay raise today usually won’t buy you long-term happiness. Focus on the role, responsibilities/duties, team, culture, and how it lines up with your long-term career aspirations first and foremost. Usually, if it is the right fit, a fair and competitive offer will follow naturally. A recruiter can help you navigate these waters by assisting you in negotiating an equitable salary offer and benefits package.

In summary, getting hired in 2019 calls for having a plan. By using these four tips, you can make a move to a more prosperous year.

ABOUT THE AUTHOR

402.778.7940

jboesch@lutz.us

LINKEDIN

JOSH BOESCH + LUTZ TALENT SHAREHOLDER  

Josh Boesch is a Lutz Talent Shareholder with over 14 years of audit and recruiting experience. He heads the Lutz Talent division, a service that helps clients identify “the ideal candidate” to meet their business goals, challenges, culture and vision. His experience as a CPA and his approach to gaining an in-depth understanding of the client’s talent needs, including the skills, experience, cultural understanding and personality fit, has been integral to his success.

AREAS OF FOCUS
  • Recruiting and Search Services
  • Confidential Replacements
  • Temporary Staffing
  • Salary Reviews
  • Position Description & Advertising Analysis
  • Screening & Selection Assistance
  • Outplacement Services
AFFILIATIONS AND CREDENTIALS
  • Nebraska Society of Certified Public Accountants, Accounting Careers Committee Vice Chairman
  • Institute for Internal Auditors - Aksarben Chapter, Member
  • Information Systems Audit and Control Association - Aksarben Chapter, Member
  • American Payroll Association - Nebraska Chapter, Member
  • Association for Corporate Growth - Nebraska Chapter, Member
  • Certified Public Accountant
EDUCATIONAL BACKGROUND
  • BSBA, Accounting and Managerial Information Systems, Creighton University, Omaha, NE
COMMUNITY SERVICE
  • St. Vincent de Paul Parish, Volunteer
  • Knights of Columbus, Finance Committee and Membership Vice Chairman

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Toll-Free: 866.577.0780  |  Privacy Policy

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OMAHA

13616 California Street, Suite 300

Omaha, NE 68154

P: 402.496.8800

HASTINGS

747 N Burlington Avenue, Suite 401

Hastings, NE 68901

P: 402.462.4154

GRAND ISLAND + NORTH 

403 Lexington Circle

Grand Island, NE 68803

P: 308.384.9910

LINCOLN 

601 P Street, Suite 103

Lincoln, NE 68508

P: 531.500.2000

GRAND ISLAND + SOUTH

2722 S Locust Street

Grand Island, NE 68801

P: 308.382.7850

5 Reasons Why Reference Checking Is Important

5 Reasons Why Reference Checking Is Important

INSIGHTS

5 Reasons Why Reference Checking Is Important

CHRIS BOUCHARD, DIRECTOR OF TALENT ACQUISITION

 

It’s tempting to feel due diligence has been accomplished, when you’re ready to say, “You’re hired.” With the screening, background checks, social media vetting, and interviews that are part and parcel of the hiring manager’s domain, you probably feel that you have a firm grasp of the potential candidate’s suitability and promise.

Don’t underestimate the usefulness of the reference check. Taking the opportunity to talk to another professional about how someone performs at work is an invaluable step in the process of finding the right candidate for the position.

 

Know Your Candidate

There’s more to reference checks than verifying the qualifications and experience of the potential candidate. This is your chance to learn about their work style from another experienced manager who evaluated their strengths and weaknesses on the job on a day-to-day basis.

Reference checks are essential for risk management — the information you gain can save you from disastrous hires, or help you manage the successful candidate in their new position with your company.

Keep the reference check job-related. Bear in mind that employment laws, such as anti-discrimination provisions, applies to reference checks and interviews alike.

 

Making the Call

Make sure that you’re engaging with the person who supervised the candidate in the position. It’s unlikely that the supervisor will decline to give a reference — 90 percent of supervisors will agree. Some companies prefer that human resources departments deal with references, though a supervisor might have more pertinent information. If that’s the case, ask if a conversation outside the office is possible.

If both the supervisor and HR member are reluctant to help, ask if they could provide a confidential personal reference, and a phone number where they could be reached after hours.

You might also find alternative references that aren’t on the candidate’s list, through your network, professional associations, past employees, or even a search on Linked In.

Let the supervisor know how important it is to both the company and the candidate to ensure that they’re a good fit for the position and assure them that the personal reference will remain confidential. Call ahead and make an appointment for the conversation. This gives the supervisor a chance to gather their thoughts about the former employee.

 

That’s a Good Question

Strategic questions will help you determine if the candidate will fit into your organization. Set a positive tone about the candidate to assure the supervisor of your intention to engage in a constructive conversation.

Start with the specifics — employment dates, job title, and responsibilities. Then, compare the answers with the candidate’s resume. Describe the position that you’re considering the candidate for and ask for the former supervisor’s opinion about the fit of the person for the job.

Dig a little deeper with a few probing, open-ended questions that invite elaboration, about work habits and personality. What was the candidate’s record for missing work, or being late? How did they perform on a team? How did they handle conflict? Were they ever promoted? Did they ever supervise another employee? Would the supervisor hire them again, given the opportunity?

 

Cultural Fit

In addition, frame a few questions that will help describe the candidate’s soft skills. Ask about their level of motivation, if they demonstrated empathy, whether they prefer working alone or as part of a team, whether they possess flexibility, stability, or other traits the position calls for.

What kind of working environment are they used to? Competitive, collaborative, directed toward long-term goals, or short-term? These are questions with no right or wrong answers, but they help you understand whether the candidate will be a good cultural fit for the company — and that’s a major factor in finding the right person for the position.

 

Getting to the Finish Line

Whatever the outcome is for the candidate, reaching out to other professionals is an opportunity for you to expand your own network and open up more recruiting avenues. Don’t forget to express your gratitude as you finish up, and let them know they should get in touch if you can be of service to them in the future.

ABOUT THE AUTHOR

402.769.7059

cbouchard@lutz.us

LINKEDIN

CHRIS BOUCHARD + DIRECTOR OF TALENT ACQUISITION

Chris Bouchard is the Director of Talent Acquisition at Lutz Talent with over 13 years of staffing and recruiting experience. He will lead the team’s business development efforts from a direct-hire and temporary staffing perspective as well as strategic assessment and selection of potential candidates with an emphasis on human resource and accounting positions. His approach to gaining an in-depth understanding of the client’s talent needs, including the skills, experience, cultural understanding and personality fit, has been and will continue to be integral to his success.

AREAS OF FOCUS
  • Recruiting and Search Services
  • Confidential Replacements
  • Temporary Staffing
  • Salary Reviews
  • Position Description & Advertising Analysis
  • Screening & Selection Assistance
  • Outplacement Services
AFFILIATIONS AND CREDENTIALS
  • Association for Corporate Growth, Member
  • Financial Executives International, Member
EDUCATIONAL BACKGROUND
  • BS, Northwest Missouri State University, Maryville, MO
COMMUNITY SERVICE
  • Habitat for Humanity, Volunteer
  • Together, Volunteer

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We tap into the vast knowledge and experience within our organization to provide you with monthly content on topics and ideas that drive and challenge your company every day.

Toll-Free: 866.577.0780  |  Privacy Policy

All content © 2018 Lutz & Company, PC

OMAHA

13616 California Street, Suite 300

Omaha, NE 68154

P: 402.496.8800

HASTINGS

747 N Burlington Avenue, Suite 401

Hastings, NE 68901

P: 402.462.4154

GRAND ISLAND + NORTH 

403 Lexington Circle

Grand Island, NE 68803

P: 308.384.9910

LINCOLN 

601 P Street, Suite 103

Lincoln, NE 68508

P: 531.500.2000

GRAND ISLAND + SOUTH

2722 S Locust Street

Grand Island, NE 68801

P: 308.382.7850

5 Ways to Maximize Your Chances of Employment

5 Ways to Maximize Your Chances of Employment

INSIGHTS

5 Ways to Maximize Your Chances of Employment

CAITLIN CAIN, TALENT ACQUISITION ASSOCIATE

 

Job-hunting can sometimes prove to be a tedious and challenging event. If you’ve suddenly found yourself without a job, or you’ve made the decision to leave your current place of employment, here are five ways you can maximize success when searching and applying for a new position.

 

1. Tap Into Your Network

Some people try to keep their personal and business personas separate. That’s fine, but you can still capitalize on your networks to help you land the job you want. There’s always the opportunity to meet someone new, so network actively. Chances are good that someone in your network may know someone outside of your immediate network that can help you out. Consider networking through:

  • Alumni groups
  • Social media
  • Associations

 

2. Clean Up Your Social Media

While you’re tapping into your social media networks, be sure to clean up your accounts. There’s something to be said about putting your best foot forward, and that goes for social media as well. Recruiters and employers use social media to get a bigger picture of who you are, so make sure your accounts reflect the best image of yourself. Tidy up your language, photos, and links to content that might cost you a job.

 

3. Update Your Resume

One of the worst things you can do is apply for a job with an old, outdated resume. Comb through your resume as if you were the potential employer. Make it easy for the company to see why you’ll make a great addition to the team. Specifically, update your resume by:

  • Following a consistent and appropriate format
  • Keeping the resume concise – no fluff, just facts
  • Highlighting relevant achievements and skills for the position

 

4. Research Companies & Positions You’re Passionate About

You’ll find much truth in the adage, “Choose a job you love and you’ll never have to work a day in your life.” Look for companies and roles that spark your interest. Don’t waste time and effort applying for jobs or companies that don’t mean anything to you. Successful businesses invest in people who believe in their causes as much as they do, so do a little soul searching first to find the best match for a job at a company you’ll love.

Conduct a personal inventory of your interests and decide what you’ll love to do and go from there. Once you find your match, make sure your application reflects the role that you are applying for!

 

5. Ask Insightful Interview Questions

You’ve taken the time to research yourself, jobs that interest you and companies that will feed your passion. Now take the time to show the company your interest in it and the role you’re applying for. Review and research the company so you’re as familiar as you can be, but take notes on what else you’d like to know. Come to the interview prepared with questions that will show you want deeper answers than what’s listed on the company website.

Some starting points would be questions about:

  • Required travel
  • Typical workdays
  • Management styles
  • Relocation possibilities
  • Advancement opportunities

The goal is to show your interest in becoming a part of the team, so be sure to keep things professional and don’t get too personal. Avoid “yes” or “no” questions and keep the focus on learning about the company.

 

With these five tips, you’ll be well on your way to finding a fulfilling job with a company you’ll love!

ABOUT THE AUTHOR

402.769.7051

ccain@lutz.us

LINKEDIN

CAITLIN CAIN + TALENT ACQUISITION ASSOCIATE

Caitlin Cain is a Talent Acquisition Associate at Lutz with over three years of recruiting experience. She focuses on partnering with clients in an advisory capacity in order to find the right candidates that will best fit their current business environment as well as the entire organization as it grows for the future.

AREAS OF FOCUS
  • Recruiting
  • Candidate Experience
  • Networking
EDUCATIONAL BACKGROUND
  • BS in Event Management, Iowa State University, Ames, IA
COMMUNITY SERVICE
  • St. Jude's Children Research Hospital, Past Volunteer
  • General Mills Foundation, Past Volunteer
  • Special Olympics of Iowa, Past Volunteer
  • St. Vincent de Paul, Member

SIGN UP FOR OUR NEWSLETTERS!

We tap into the vast knowledge and experience within our organization to provide you with monthly content on topics and ideas that drive and challenge your company every day.

Toll-Free: 866.577.0780  |  Privacy Policy

All content © 2018 Lutz & Company, PC

OMAHA

13616 California Street, Suite 300

Omaha, NE 68154

P: 402.496.8800

HASTINGS

747 N Burlington Avenue, Suite 401

Hastings, NE 68901

P: 402.462.4154

GRAND ISLAND + NORTH 

403 Lexington Circle

Grand Island, NE 68803

P: 308.384.9910

LINCOLN 

601 P Street, Suite 103

Lincoln, NE 68508

P: 531.500.2000

GRAND ISLAND + SOUTH

2722 S Locust Street

Grand Island, NE 68801

P: 308.382.7850

When Evaluating Your Job Offer, Consider These Two Parts

When Evaluating Your Job Offer, Consider These Two Parts

INSIGHTS

When Evaluating Your Job Offer, Consider These Two Parts

JOSH BOESCH, LUTZ TALENT SHAREHOLDER

Hearing back from a job you applied for can be an exciting journey. Whether you’re starting your career or looking for new opportunities, once you obtain a job offer, a difficult decision may be upon you.

Considering the average job attracts 250 resumes and only around 2 percent of applicants are called in for an interview, a job offer is an accomplishment in itself. However, there are a number of factors that must be considered before you should make the decision to either accept or decline. We’ve broken these down into 2 key areas:

Part one: Evaluate the job

Since you most likely applied for the job in question, you will already have a general idea of what it entails and how you might fit into the role, company culture, etc. In other cases, a recruiter, on behalf of a company, may reach out to you based on your reputation or digital presence. Whatever the case, before you accept, you need to understand the ins and outs of the job itself.

  • Gather the facts. To make an informed decision, you must gather all of the facts. You’ll want to consider the job duties you’ll be responsible for, its core objectives, and the company culture. Will it add tools to your tool belt?  Will you be in a better position professionally in 5 years to progress closer to your dream job? Will you enjoy the people you work with? You will spend more waking hours with them than with your significant other, so be sure you will get along with your supervisor and team.
  • Don’t let a small pay bump steer your decision. If you don’t like the answers to the previous questions, there may not be any reason to further evaluate the offer. If you’re not going to be happy in this job, you’ll likely find yourself in the position of seeking out new employment again.

Part two: Evaluate the offer

Once you have gathered all of the facts and determined that the right move is taking the new position, you can then proceed with evaluating the job offer. The key here is to focus on the facts so that your emotions don’t affect your decision-making process.

  • Is the offer fair and competitive in terms of your background and experience? Is it fair in comparison to the work you’ll be asked to complete? If you are struggling with this answer, a recruiter specializing in your area can assist with determining this.
  • Evaluate the entire compensation package – not just the salary. What do the benefits look like? Are there opportunities to earn bonuses and how real are they? What will your work-life balance look like? Will there be more flexibility in your schedule? Are there any other perks in regards to your commute, salary review, and average salary increases? What are these perks worth to you and how do they compare to your current benefits?

If you go through this two-part process and feel as though all of the boxes are checked, then it makes sense to accept the offer. However, please be cautious when it comes to counteroffers.

Statistically, these offers rarely work out. In fact, approximately 80 percent of candidates that accept a counteroffer end up leaving their job within six months. This number increases to 90 percent within the twelve-month mark.

Bottom line: Before you accept a new job offer, be sure to address all of the areas discussed above. It has to be the right fit for you and your career-driven goals.

After all, Steve Jobs said it best, “Your work is going to fill a large part of your life, and the only way to be truly satisfied is to do what you believe is great work — and the only way to do great work is to love what you do. If you haven’t found it yet, keep looking, and don’t settle. As with all matters of the heart, you’ll know when you find it.”

ABOUT THE AUTHOR

402.778.7940

jboesch@lutz.us

LINKEDIN

JOSH BOESCH + LUTZ TALENT SHAREHOLDER  

Josh Boesch is a Lutz Talent Shareholder with over 14 years of audit and recruiting experience. He heads the Lutz Talent division, a service that helps clients identify “the ideal candidate” to meet their business goals, challenges, culture and vision. His experience as a CPA and his approach to gaining an in-depth understanding of the client’s talent needs, including the skills, experience, cultural understanding and personality fit, has been integral to his success.

AREAS OF FOCUS
  • Recruiting and Search Services
  • Confidential Replacements
  • Temporary Staffing
  • Salary Reviews
  • Position Description & Advertising Analysis
  • Screening & Selection Assistance
  • Outplacement Services
AFFILIATIONS AND CREDENTIALS
  • Nebraska Society of Certified Public Accountants, Accounting Careers Committee Vice Chairman
  • Institute for Internal Auditors - Aksarben Chapter, Member
  • Information Systems Audit and Control Association - Aksarben Chapter, Member
  • American Payroll Association - Nebraska Chapter, Member
  • Association for Corporate Growth - Nebraska Chapter, Member
  • Certified Public Accountant
EDUCATIONAL BACKGROUND
  • BSBA, Accounting and Managerial Information Systems, Creighton University, Omaha, NE
COMMUNITY SERVICE
  • St. Vincent de Paul Parish, Volunteer
  • Knights of Columbus, Finance Committee and Membership Vice Chairman

SIGN UP FOR OUR NEWSLETTERS!

We tap into the vast knowledge and experience within our organization to provide you with monthly content on topics and ideas that drive and challenge your company every day.

Toll-Free: 866.577.0780  |  Privacy Policy

All content © 2018 Lutz & Company, PC

OMAHA

13616 California Street, Suite 300

Omaha, NE 68154

P: 402.496.8800

HASTINGS

747 N Burlington Avenue, Suite 401

Hastings, NE 68901

P: 402.462.4154

GRAND ISLAND + NORTH 

403 Lexington Circle

Grand Island, NE 68803

P: 308.384.9910

LINCOLN 

601 P Street, Suite 103

Lincoln, NE 68508

P: 531.500.2000

GRAND ISLAND + SOUTH

2722 S Locust Street

Grand Island, NE 68801

P: 308.382.7850

5 Benefits of Using Gallup’s StrengthsFinder in Your Company

5 Benefits of Using Gallup’s StrengthsFinder in Your Company

INSIGHTS

5 Benefits of Using Gallup’s StrengthsFinder In Your Company

STEPHANIE HAND, HUMAN RESOURCES SHAREHOLDER

Gallup’s StrengthsFinder assessment can help you identify the strengths of the people working in your teams. Once you know what strengths are present, you can begin to make the most of your employees’ talents, maximizing productivity and increasing morale throughout your organization. Here are five key benefits of using Gallup’s StrengthsFinder in your company.

1. Place People in the Right Roles

Knowing where each person’s strengths lie can help you place them in roles that make the most of their talents. When employees are in roles that utilize their strengths, they are not only more productive and innovative, but they are also more likely to be engaged, energized, and happy at work. As a result, this can contribute significantly to higher employee engagement.

Use Gallup’s StrengthsFinder assessment during the recruitment process to help you find skilled candidates who will be a good fit for the role at hand and for your workplace culture. You can also use insight from the StrengthsFinder tool to move people into new roles within your organization if they are not thriving within their current positions.

2. Promote Positive Coaching

When you focus on people’s strengths, rather than their weaknesses, you create a positive workplace atmosphere. When giving feedback, you can talk about how each employee’s strengths relate to their performance, while also discussing ways to support them in areas that do not match their strengths. With strengths as a common language, you can begin to gain insight into the reasons that lie behind high and low performance, and take action to address them.

For example, when you see someone doing well in a particular area, strengths awareness can help you understand why they are so successful. Going forward, you can be sure to give them challenging and rewarding tasks that allow them to use their strengths.

3. Individualize Management

The “one size fits all” approach rarely works when managing large groups of people. Each person on the team will have their own individual responses to a particular management style, and what works to manage one person may backfire in the case of another. When managers understand the strengths of each person, they can tailor their management techniques to provide effective leadership to everyone on the team.

4. Facilitate Collaboration

When employees work together on a project, it is beneficial to have a variety of strengths present on the team. Understanding individual strengths means you can create teams that work well together.

It’s also helpful for team members to be aware of each other’s strengths so they can best assign roles and responsibilities. When team members know about each other’s talents, they can gain a better understanding of why certain people behave in certain ways. This can make it easier for them to work together to contribute to shared goals.

5. Improve Self-Awareness

On an individual level, having an awareness of one’s own strengths is highly beneficial. The more a person knows about themselves, the more easily they can direct their life to ensure they are successful. Taking the Gallup StrengthsFinder assessment could help someone in your company find success in both their personal and professional life. This reason alone should be enough to compel organizations, and the employees who call them home, to use StrengthsFinder as a valuable tool.

ABOUT THE AUTHOR

402.496.8800

shand@lutz.us

LINKEDIN

STEPHANIE HAND + HUMAN RESOURCES SHAREHOLDER

Steph Hand is a Human Resources Shareholder at Lutz with over 19 years of experience. She plays a key role in the people strategy for the firm including Lutz’s performance management process, employee relations and retention, talent management and benefits and compliance efforts.

AREAS OF FOCUS
  • Human Resources
  • Performance
  • Culture
  • Recruiting
  • Talent Management
AFFILIATIONS AND CREDENTIALS
  • Human Resource Association of the Midlands, Member
  • Society for Human Resource Management, Member
  • Society for Human Resource Management Certified Professional
  • Senior Professional in Human Resources (SPHR)
EDUCATIONAL BACKGROUND
  • BS in Education, University of Minnesota, Minneapolis, MN
  • MA in Communication, University of Nebraska at Omaha, Omaha, NE

SIGN UP FOR OUR NEWSLETTERS!

We tap into the vast knowledge and experience within our organization to provide you with monthly content on topics and ideas that drive and challenge your company every day.

Toll-Free: 866.577.0780  |  Privacy Policy

All content © 2018 Lutz & Company, PC

OMAHA

13616 California Street, Suite 300

Omaha, NE 68154

P: 402.496.8800

HASTINGS

747 N Burlington Avenue, Suite 401

Hastings, NE 68901

P: 402.462.4154

GRAND ISLAND + NORTH 

403 Lexington Circle

Grand Island, NE 68803

P: 308.384.9910

LINCOLN 

601 P Street, Suite 103

Lincoln, NE 68508

P: 531.500.2000

GRAND ISLAND + SOUTH

2722 S Locust Street

Grand Island, NE 68801

P: 308.382.7850

4 Tips for Successful Delegation

4 Tips for Successful Delegation

INSIGHTS

4 Tips for Successful Delegation

MARISA GIFT, TRAINING & DEVELOPMENT MANAGER

We all know delegation is inevitable as we grow in our leadership roles; however, it’s often easier said than done. The hesitancy to delegate can occur for many reasons, such as a fear of loss of control over the work, a lack of time to devote to necessary training, or not wanting to burden someone else with additional projects.

Although it may be easier to avoid delegating, it’s important to understand that each time we do, we inadvertently deny others a critical opportunity for growth. Delegation allows employees to learn new skills and gain exposure to a broader variety of work while also opening up our time to take on new challenges.

The next time you see an opportunity to delegate, follow these steps recommended by HRDQ to ensure your success:

1. Set clear expectations

In order to succeed in your delegation efforts, you should start with the end in mind. In other words, it’s important that the person who will be handling the project understands the “big picture” and what is expected of them. Be clear in the outcome you desire but keep in mind that it is the end result that matters, not the process that is used to get there. Focus on the “what” of the project rather than the detailed “how.”

2. Establish communication preferences

Be sure to establish your communication preferences in advance. For example, how often do you want to be updated on the status of the project? How do you prefer to receive these updates?

 Most importantly, work together to establish a reasonable deadline for the work. For bigger projects, it might be helpful to set some interim checkpoints to help keep the project moving along.

Finally, be sure that you communicate with yourself, too. Don’t rely on your memory! Write down the task, employee, milestones and deadline because the responsibility for the project ultimately stays with you.

 

3. Offer guidance/support

Of course, it’s also important that the person to which you are delegating understands that you are available for questions. Ask them how you can help support their work from the get-go. However, be wary of “reverse delegation” and taking the project back without knowing it. For example, if you respond “let me think about that” to a question, the ball is back in your court! Instead, ask the employee for their ideas and help them think through the problem.

 

4. Provide feedback

Since delegating work should provide growth opportunities for others, it is imperative that you review the employee’s work and offer timely feedback. If the project does not meet your expectations, do not redo the work yourself. Rather, take the time to offer the appropriate feedback and train the employee so they can avoid making the same mistake in the future. This final step is critical in ensuring that future delegation efforts go smoothly and end in success.

 

The next time you come across a project that can be delegated, take the extra time to offer the opportunity to someone else in your organization. It will likely be a worthwhile learning experience for both of you. As John C. Maxwell said, “If you want to do a few small things right, do them yourself. If you want to do great things and make a big impact, learn to delegate.”

ABOUT THE AUTHOR

402.496.8800

mgift@lutz.us

LINKEDIN

MARISA GIFT + TRAINING & DEVELOPMENT MANAGER

Marisa Gift is the Training and Development Manager at Lutz with over 15 years of experience. She helps shape the firm’s training and development strategy while also managing Lutz’s campus recruiting, orientation and mentoring programs.

AREAS OF FOCUS
  • Human Resources
  • Training
  • Leadership Development
  • Campus Recruiting
  • Performance
AFFILIATIONS AND CREDENTIALS
  • Association for Talent Development, Member
  • Human Resource Association of the Midlands, Member
  • Society for Human Resource Management, Member
EDUCATIONAL BACKGROUND
  • BA in Communication Studies & Politics, Drake University, Des Moines, IA
  • MA in Communication, Purdue University, West Lafayette, IN
COMMUNITY SERVICE
  • Holy Cross Lutheran Church, Publicity Committee
  • Holy Cross Lutheran Church, Music Ministry
  • Drake University National Alumni Board of Directors, Past Board Member

SIGN UP FOR OUR NEWSLETTERS!

We tap into the vast knowledge and experience within our organization to provide you with monthly content on topics and ideas that drive and challenge your company every day.

Toll-Free: 866.577.0780  |  Privacy Policy

All content © 2018 Lutz & Company, PC

OMAHA

13616 California Street, Suite 300

Omaha, NE 68154

P: 402.496.8800

HASTINGS

747 N Burlington Avenue, Suite 401

Hastings, NE 68901

P: 402.462.4154

GRAND ISLAND + NORTH 

403 Lexington Circle

Grand Island, NE 68803

P: 308.384.9910

LINCOLN 

601 P Street, Suite 103

Lincoln, NE 68508

P: 531.500.2000

GRAND ISLAND + SOUTH

2722 S Locust Street

Grand Island, NE 68801

P: 308.382.7850