Devoted to Managers and those that seek to improve their management skills

When it comes to newly hired people in a company and delegating, I think it's important to handle things differently with them than those that have been around for some time.

Even though we may be confident in our hiring process, we can't assume we hit it right with new people - they have to prove themselves.

In order to give them a fair chance and opportunity, we should provide them with an attainable task in the beginning that is easy enough to accomplish, but detailed enough to make them have to access the resources of the company.

That way they have a great chance at immediately succeeding at something and encouraging them, while giving us an opportunity to see how they interact with fellow workers and the work environment.

All of this is done to confirm whether we made the right choice or not, or to see if there are a couple things that need to be worked on before entrusting them with more important projects.

We want to look specifically at how they communicate with their fellow workers, what they do to get answers, how they solve problems and if they will come to you as a resource when they get stuck.

The one thing to remember is delegating isn't abdicating, and a manager or team leader is ultimately responsible for the successful completion of projects. That's even more so with new hires whose performance level is unknown.

So give them something challenging enough to stretch them, but easy enough to bring them immediate success. If they successfully meet the challenge, we can then add more challenging projects and work them into the overall culture and processes of the company. It's a very reliable way to measure our new people and help them reach success.