How to give assignments to team members
Last updated on: February 21, 2024
The project has been divided into milestones, goals and objectives broken into tasks, and now it’s time to assign them. But as you open the project management platform, you’re faced with the unflattering process of wording the tasks, and choosing whom to assign them to.
Well, in this article, we offer advice on how to make that jumbled first moment a little clearer. There are actionable tips, learning the difference between allocating and delegating tasks, and suggested criteria on how to choose the best person for the job.
For a more precise overview, here’s a table of contents:
Table of Contents
How do you assign employees tasks?
We normally think that assigning tasks is a time-consuming process that focuses on clearing out task lists to keep the project going. However, task assignment should actually be a more employee-oriented process that requires additional dedication and effort, which yields incredible results. But what do we mean by that?
Properly assigned tasks push your employees, projects, and the overall company forward. Here’s how.
- They strengthen accountability and trust between managers and employees;
- They help teach new skills and perfect old ones;
- They allow employees to get familiar with other teams and avenues of work;
- It becomes easier to make project estimates;
- Makes for great bases for performance reviews, etc.
The list could go on, but we’ll stop there for now.
Of course, such long-term benefits don’t come without some proverbial blood and sweat in the planning stage. Let’s take a look at the general ideas on assigning employee tasks, and specific steps you can take.
Motivation comes from knowing the bigger picture
When we talk about the bigger picture in project management, we talk about each team member’s task affecting their peer’s down the line. Since all tasks are usually small pieces of the puzzle, it helps to remind employees how their work contributes. For example:
- A high-quality draft can make a great foundation for the final version, and it can be completed more quickly.
- A well-prepared presentation can shave time off unnecessary questions and additional email inquiries.
It comes as no surprise that people work better and are more productive, when they know that their work has an impact on the company level.
And so, when you assign tasks, try to emphasize how they fit in the bigger picture. Simply saying: “ You doing X will help with Y and Z ” and how it reflects on the project as a whole will let an employee know that the task they were assigned is important.
Get your employees excited to commit
Telling people about the bigger picture and showing them what’s possible can only get them so far. It’s enough to ignite the initial spark, but for them to fully commit to the task, you need to define what that task entails.
They should be able to picture how to go about the work, what skills to use, and how to reach the desired result. The clearer the instructions, the more motivated they will be to work.
Simply put, give directions on how the task should be done, and make sure they understand. You can’t read each other’s minds, so it’s important everyone is on the same page.
Ask for task transparency
One of the best practices a company can employ is transparency among coworkers.
This is achieved by having everyone input their tasks for the day in a timesheet. The purpose of timesheets is to get an accurate idea of what everyone is working on at any given time.
When people know who works on what tasks, it’s easier for them to know if a person is available or busy, how far along they are with a task, etc.
So, when you give assignments to employees, label them with deadlines. Alternatively, you can ask for employees’ assessments on how long the work would take them, and use those timeframes.
Source: Clockify team timesheet
Timesheets are a great way to keep an eye on tasks and the people doing them. You get to:
- see who struggles with what (helps assess people’s skill sets);
- who burns through their workload and is available for additional tasks;
- whether your time estimates need correction;
- identify any wasted time.
💡 If your employees are insecure about keeping public records of their tasks, here are a few resources that can help:
- How to create order in your daily work tasks
- How to be more efficient with your tasks
Keep a crystal clear timeframe
While we’re discussing timesheets and deadline transparency, it’s important to mention that the times you set for task completions need to be clear-cut.
As we’ve mentioned, the safest way to assign deadlines is to consult the employees. They are better at assessing how long it will take them due to the tasks’ difficulty, overall deadlines, the standards that need to be met, and the skill required to complete it.
When they get a say in how long they should be doing an assignment, people tend to feel more accountable for the whole process. They will do their best to finish in time, since they actively participated in setting the deadline.
Set very clear expectations
Assigning a task should always include your (the supervisor’s) expectations pointed out. For example:
- Does a logo pitch need as many drafts as possible, or just a few finished pieces?
If you ask a designer to make some drafts for a logo pitch, you must specify the kind of quality you’re looking for. Explain whether you are looking for some sketches and drafts for a brainstorming meeting, or if you want clean, presentable pieces to show.
Additionally:
- How many pieces should the designer do?
- Is there a specific color palette they need to follow?
- How important is the task? Is this the day they finally decide on a logo, or is it still in the brainstorming stage? (decides on the quality of the work itself)
Assigning the task using the above questions, you help the designer understand how much effort precisely they need to invest. They become more motivated with clear instructions, as they know what is expected of them. There’s no fear of having their work criticized for something that wasn’t communicated in the beginning. And on your end, it prevents breached deadlines or subpar results.
Avoid creating dependency by being less involved
It’s not unusual for employees to ask their supervisors for their opinion on a certain task, or their performance.
The problem arises when a supervisor makes themselves too involved with the process. When they feel like the project might fall apart if they don’t have their eyes on every moving part all of the time. And when you have, say, 20 people waiting for that person’s approval, advice, or consultation, the workflow runs into a gridlock.
And wait time is wasted time.
Plus, people lose motivation, patience, and grow frustrated, as they could be doing other things.
So, learn not to jump in every time people call for your aid. Assign reliable people who can address smaller issues, while you handle the big picture. Learn how to expend your own energy where it is needed more.
For example – making a pitch presentation for potential investors keeps getting put off because one person needs you to check a client email they want to send, another wants your signature on a form, and the third wants to ask something about employee feedback that’s coming up.
In order to not be stretched thin, and have your time wasted on menial tasks, here’s where you can start:
How to mitigate the risk of being over-involved when assigning
- Remember that you match tasks to people
Which means that, by matching the right people with the right tasks, your involvement will be minimal. Take time to carefully choose who gets to do what. What is the point of assigning tasks if they can’t be done without you?
- Have a 10-point scale to judge the importance of items
How important are certain aspects of your leadership role? Are you absolutely necessary in every meeting, or during every call? Which tasks need your approval, and which ones can be approved by someone under you?
Rank these items on a scale of 0 to 10, based on their importance to you and the project. Top priority tasks should get your undivided attention. And what can be delegated, should be.
- Analyze your schedule
Your energy and time are needed on a much broader scale. The best way to spot if you’re wasting time being too involved is to look at your schedule. Identify how much time you’ve spent on low-priority items, and assess which issues could’ve been solved without you.
- Take into account priorities and deadlines
Step in only when absolutely necessary. You are in charge of things getting done on time, by people most qualified for assigned tasks. Determine what your priorities are for each project, and concern yourself only with those issues, unless there is a risk of breaching a deadline.
- Formulate a list of dependable people
If you know your employees (or team members) well enough, then you should be able to single out those who are more dependable and ready to take on a little more responsibilities. Write out the reasons how they could help by getting involved on low-priority items instead of you. When the time comes, rally them and present them with the idea, keeping in mind that this solution helps push the project forward. When authority is delegated to several people, there’s fewer chances of a hold-up in the workflow.
This also falls into the realm of task delegation , which we’ll get into later.
How do you decide what tasks to assign to which employees?
1. assign based on priority.
Naturally, some tasks will be more important than others. When you break down a project into tasks , spend some time assessing their priority level.
High-priority tasks should be the first on your list to allocate. Whether it’s because they’re time-sensitive, or require more effort and dedication.
Low priority tasks can be allocated as fillers to the first available person.
2. Assign based on employee availability
Another factor to consider when assigning tasks is who is available at the moment.
As the project moves along, new tasks will be added. You will have to allocate new work, but odds are you won’t always be able to pick who you want. Especially if a deadline is approaching, the person with the smallest workload should be your first choice.
Overloading an already busy individual just because they’re more skilled or you have faith in them the most puts an unnecessary strain on them. It’s cause for frustration, poorer results, and decreased productivity.
And as we’ve mentioned, if you have a timesheet with an overview of all the tasks and employees working on them, it’ll be much easier to spot who is free and who isn’t.
3. Assign based on employee skill level
High-priority tasks should go to employees with more experience in a given field or skill. However, you should occasionally give such tasks to other employees as well, to help them grow and become just as dependable. Giving people challenging tasks that can boost their experience is essential to productivity and morale.
Not to mention you get to have multiple high-skilled employees.
Low-priority tasks can be assigned to anyone, despite their experience level. They’re a good opportunity to practice, pick up new skills, or get smaller tasks out of the way to make room for more important ones.
4. Assign based on preference
Last, but not the least, preference can also play a big part in how you assign tasks.
It’s a given that some employees will prefer certain tasks over others. So it could be good to assign tasks at a meeting with the team. As you discuss priorities, deadlines, and availability, ask them which tasks they would like to work on.
If someone shows interest in a specific type of work, they should (with some consideration), be allowed to take it. After all, people are more productive when they’re assigned to something they find new or exciting.
Note: Apply this rule with caution. Letting people do only the tasks they want can stunt their career growth. Getting out of our comfort zones and occasionally doing tasks that we don’t like is how we develop and learn. So, don’t forget to document assignments as you hand them out, to spot these potential issues early on.
Allocating vs delegating tasks
While semantically similar words, delegation and allocation in terms of tasks are two different things.
When you allocate tasks , you are assigning tasks without giving the employees much authority, challenge, or room to grow. It includes you keeping all of the responsibility – writing out the tasks, making deadlines, providing resources, tools, etc. These are usually recurring tasks that can become repetitive.
When you delegate tasks , you allow for some of that responsibility to fizzle out from your fingers. All you think about are the objectives, while letting the employees figure out the details and means to get there.
However, that doesn’t mean delegation is right and the allocation is wrong.
Task allocation has its own place. It is just as important, as a lot of tasks come down to repeated processes that are still vital to the project progress. Task delegation is just a good opportunity for employees to learn, challenge themselves, and assess their skills and performance.
When should you allocate tasks?
Management and BizDev consultant Artem Albul shared his concept on task assignment, which he dubbed an “algorithm”. He emphasized how these criteria are useful only and only when you wish that employees perform the tasks based on your guidelines and instructions (aka allocation).
Here is how Albul broke down the algorithm:
Source: Artem Albul, TWA Consulting
As we can see, task allocation, while the more “controlling” of the two, also gives in-depth instructions and asks for confirmation on task clarity. A lot of it comes down to everyone being on the same page, leaving little to no room for misinterpretation (but also creative freedom).
How should you allocate tasks?
With all that we’ve mentioned in the previous section, here’s how your task allotment could look like, step by step.
- Break down your project
Detail out the goals, objectives, and some individual tasks (not all, be careful not to start micromanaging). Place the most important deadlines.
- Prioritize tasks and sort them
It’s important to know what tasks need to be done faster/better, to properly allocate your resources and manpower from the start.
- Make a list of teams and team members
Assign team leaders (if you don’t have them), and alternatively, ask for their input on individual employees skills, for a more informed decision on who gets what.
- Schedule a meeting
Make a meeting with the team leads and go through the points above. Assign tasks according to each team’s availability, interest, and skill required to successfully push the project forward.
- As team leads – assign tasks further down the pipeline
- Track task completion and make necessary changes along the way
Whether it’s pushing deadlines, reassigning tasks, or shifting around resources. This is perfectly fine and expected, so long as it doesn’t happen on every task you’ve assigned. Then, it is an indicator of poor pre-planning.
- Offer feedback and write performances
Don’t forget to track the progress and make notes of important details that might help the next task allocation/delegation process. It’s also a useful piece of information for the employees on what they need to improve on.
Allocating tasks is somewhat more complicated than we want it to be. But, this kind of thorough research and preparation will make projects run more smoothly. Employees will also be more satisfied with their work, and there will be less hurdles as deadlines approach.
When should you delegate tasks?
Delegation is a great practice in trust for both the employer/supervisor and the employee. The employer learns how to give away some of their control over the process, while the employee learns how to take more accountability for their work.
This lets you focus on big-picture aspects of your job, since you deal less with assignments that are low-priority for you. You save time and energy, while helping others move up in their careers.
How do you effectively delegate tasks as a leader?
As we’ve mentioned, delegating includes more employee independence. There are some additional components which make this type of task assignment more appealing than allocation, with great opportunities for growth.
Focus on delegating objectives instead of actual tasks
When you delegate, you focus on the objective that needs to be done. You shouldn’t give employees a “color by numbers” instruction on how to complete a task.
Communicate clearly what the end result should be and what expectations you (or the higher-ups) have. Leave the means for reaching that end goal to the employees themselves. Because how you solve a task may be completely different to how they will. And that is perfectly fine, so long as the result is the one you are looking for.
Keep the objectives challenging
When the objectives you’re delegating are too easy, chances are the person will either procrastinate, or feel like you don’t trust them enough. And if they’re too difficult, they get frustrated, anxious, and begin to panic.
It’s a good idea to be aware of an employee’s skill level, so you can gauge how much challenge and responsibility they can take on. For them to be the most productive and achieve great results, they need to enter “the state of Flow”.
Source: Optimal Experience , M. Csikszentmihalyi
💡 We’ve discussed the state of Flow in more detail in an article on time organization.
Encourage discussion and feedback
Let employees voice their opinions on the topic.
They should ask anything about the task, the goals, or the overall impact their work will have on the later stages or others’ workflow. It means they are interested in the task, and getting involved.
And if they aren’t asking questions themselves, you can always nudge them into proactivity.
- Is there something you’d like me to clarify?
- Do you already have any ideas on how to go about the task?
- Is the time we agreed upon enough for you?
- Will you need other resources, tools, or support?
- Do you see any problems or risks?
Questions like these help them feel valued, their efforts acknowledged, and let them know you care about the task and how well they perform. Just be careful not to overdo it, or you’ll start to look like a micromanager.
Give employees free rein, but offer support
Speaking of micromanaging, delegation means you let people problem-solve their way out on their own. There should be no reason for a manager to step in and control or supervise any step of the process, unless absolutely necessary.
However, what you should do is let them know you’re available for any advice should they feel stuck. Just because employees get authority on a certain task, and are left to their own devices, doesn’t mean the project has to suffer until they pull themselves up.
From time to time, ask them if they need anything from you, and make sure they know you’re there for any kind of support, consultation, or mediation. ANother good practice is to also give them additional learning opportunities – such as training, conferences, courses, etc.
Delegate objectives that move people forward
Choose assignments that boost the skills and employ all of their experiences, instead of something that simply needs to be done. For example:
- Tasks that require they brush up on their team communication skills;
- Learning how to allocate smaller tasks;
- Supervising others’ work and doing quality control;
- Learning to work with a new tool;
- Holding a meeting (or more), etc.
Find out which skills your employees may want or need to develop, and then plan your delegations accordingly. You want them to complete the task while having learned something new at the same time.
How to choose who to delegate to
Paul Beesley, senior director and consultant at Beyond Theory proposed a nifty checklist for when you’re choosing an employee to delegate to. It’s meant to simplify and speed up the process.
To successfully complete the delegated task, your chosen employee needs:
S – the skill to perform and complete a task
T – the time to complete the task, and if needed, learn the required skill
A – the authority to handle everything concerning the task
R – the necessary level of responsibility
R – the recognition for successfully completing the task
This list is a set of important criteria that should be covered when you consider who to assign to a specific task. However, depending on your niche, type of service, company size and the project at hand, the criteria are likely to change. And it should accommodate your needs, not the other way around.
Common task delegation mistakes to avoid
With all being said, there are some common mistakes managers and employers make, sometimes without even realizing it.
- Being too vague concerning deadlines (using: as soon as possible, when you get to it, I need it by yesterday). It creates unnecessary pressure.
- Being unavailable for questions and concerns. While you shouldn’t micromanage, you should still be present for support if an employee feels stuck. Ignoring them or handing them over to someone else could cause distrust. However, if you are usually swamped with work, set consultation hours each day or week.
- Having unclear directions. Specifying the allotted time for task completion and expectations should be the bare minimum when delegating tasks.
- Not providing feedback. No feedback is worse than bad feedback. Employees need to be aware when they’re doing good work, as well. In one company I worked for, the mantra was: “If no one is complaining about your work, that means you’re doing good”. And while it sounds like sound logic, it actually caused a lot of frustration. We were left directionless, and simply “floating” from task to task, never knowing if any of them had a positive impact on our performance.
- Not listening to employees. Take into account how they feel about a task or the objective. Let them give you feedback and if there are potential problems from the get-go.
- Assigning other people to the same task. If you notice a person struggling, the first instinct should be to ask them how they’re faring, and if they need any help. Some managers tend to assign other employees to help them without consultation, which leaves a sore taste. The employee will feel even more incompetent and will be less likely to take on a similar task in the future.
- Assuming people will know what you mean. This is one of the biggest problems. When you’re formulating a task, be as clear as possible about the goals and expectations. Oftentimes managers think that these things are implied, but the truth is – no one is a mind reader. To avoid having information misconstrued or misunderstood, communicate clearly and directly.
There could be more mistakes, especially for every different field and industry. If at all possible, identify the most common ones, made either by you or your peers. Note down all the instances where certain tasks weren’t up to par, and see what you could have changed in your assignment process to fix it. Maybe there wasn’t enough time or resources, you were unclear, or the employee wasn’t ready for such responsibility. Use the same procedure in all future task delegations. It’s the only way to learn and make the process quicker.
To conclude
Task assignment should be a very careful, thought-out process. It’s not just about reaching milestones in time. It’s about helping employees learn new skills, feel more satisfied with their position in the company, strengthen the trust between you and them, and ultimately help you refocus on the big picture.
By following the advice we’ve gathered, you will be on the right track to make some effective, healthy long-term changes to your company.
✉️ Have you found these tips helpful? Is there something we could have covered in more detail? What are your experiences with assigning tasks?
Send your answers, suggestions, and comments to [email protected] and we may include them in this or future posts.
Marijana Stojanovic is a writer and researcher who specializes in the topics of productivity and time management.
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Assignments in Teams for Education
- 25 contributors
- Applies to: Microsoft Teams
The Assignments and Grades features in Teams for Education allow educators to assign tasks, work, or quizzes to their students. Educators can manage assignment timelines, instructions, add resources to turn in, grade with rubrics, and more. They can also track class and individual student progress in the Grades tab.
Learn more about Assignments and Grades in Teams for Education .
For details about Teams assignments on different platforms, see Teams features by platform .
Assignments integrations in the Microsoft Teams admin center
Using the admin settings in the Microsoft Teams admin center, you can turn features on or off for educators within your organization and their students.
To view and manage Assignment settings, go to Education > Assignment settings in the Teams admin center.
The following are settings related to Assignments:
Weekly guardian email digest
Guardian emails are sent each weekend to parents or guardians. The email contains information about assignments from the previous week and for the upcoming week. The Parent and Guardian Sync can be setup using School Data Sync .
Import parent contact information via Parent and Guardian Sync in SDS. For instructions on how to enable Parent and Guardian Sync, see Enabling Parent and Guardian Sync .
Turn on the Guardian Setting in the Microsoft Teams admin center, as the setting is turned off by default. This will enable teachers to send out a weekly digest.
Teachers can opt-out of the digest by deselecting the setting inside their own personal class team ( Assignment Settings > Parent/Guardian Emails ).
To verify that Parents will get the email, the following three items must be true:
Email address attached to the student profile in SDS and tagged as Parent or Guardian . For details, see Parent and Guardian Sync File Format .
Students belong to at least one class in which e-mail isn't disabled by the teacher in assignment settings .
The emails will contain information about assignments that have a due date from the previous week or in the upcoming week.
Default setting for this feature is - Off .
Microsoft MakeCode is a block-based coding platform that brings computer science to life for all students.
MakeCode is a Microsoft product that is subject to the Microsoft terms of use and privacy policies.
To enable MakeCode assignments in Teams, go to the Teams Admin Center , navigate to the Assignments section, and turn the MakeCode toggle option to On . Select Save . Allow a few hours for these settings to take effect.
For more information on how this feature works, watch this video demonstration .
Learn more about MakeCode .
Turnitin is an academic integrity service. This is a third-party service that is subject to its own terms and privacy policy. You're responsible for your use of any third-party products and services.
To enable Turnitin for your organization, you'll need a Turnitin subscription. Then, you can input the following information, which can be found in your Turnitin admin console:
- TurnitinApiKey : This is a 32-character GUID found in the admin console under Integrations.
- TurnitinApiUrl : This is the HTTPS URL of your Turnitin admin console.
Here are some instructions to help you obtain this information.
The TurnitinApiUrl is the host address of your admin console. Example: https://your-tenant-name.turnitin.com
The admin console is where you can create an integration and an API key associated with the integration.
Select Integrations from the side menu, then select Add Integration and give the integration a name.
The TurnitinApiKey will be given to you after you follow the prompts. Copy the API key and paste it into the Microsoft Teams admin center. This is the only time you can view the key.
Upon clicking the Save button in the admin center for this setting, allow a few hours for these settings to take effect.
Assignments data
Assignments stores information that is generated both by teachers and students. All the data is co-shared between teacher and the specific student for which the information is intended in class. There are two stores of this data, SharePoint and outside of SharePoint.
The same rules also apply to first-party integrations such as Reading Progress.
Assignments data in SharePoint document libraries
Students' files associated with a Submission for Assignment are stored in a document library (named: Student Work ). Files associated with Assignments that are created by teachers and accessible by Students are stored in another document library (named: Class Files ) in the corresponding Class Team SharePoint site. First-party integrations may also store Assignments data in the same corresponding Class Team SharePoint site (named: Assignments title + time stamp ).
Files associated with the student
IT admins can use the Content Search tool to search for student files ( Student Work , Class Files , or other 1st-party integration files) that are related to assignment submissions and files that are related to assignments. For example, an admin could search all SharePoint sites in the organization and use the student's name and class or assignment name in the search query to find data relevant to a data subject request (DSR).
Files associated with the teacher
IT admins can use the Content Search tool to search for teacher files ( Student Work , Class Files , or other 1st-party integration files) that are related to assignments and files distributed to students by the teachers within a class on assignments. For example, an admin could search all SharePoint sites in the organization and use the teacher's name and class or assignment name in the search query to find data relevant to a DSR.
Assignments data outside of SharePoint document libraries
Some data related to Assignments isn't stored in the class team SharePoint site, which means it's not discoverable with Content Search. This includes:
- Student grades and feedback from the teacher
- The list of documents submitted for an assignment by each student
- Assignment details like Due Date, etc.
- First-party integration data like Reading Progress passages or student pronunciation data
For this type of data, an IT admin or data owner, such as a teacher, may have to go into the assignment in the class team to find data relevant to a DSR. The admin can add themselves as an owner to the class and view all the assignments for that class team.
If a student is no longer part of the class, their data might still be present in the class as no longer enrolled . The student will have to provide the tenant admin the list of such classes that they were ever a part of.
Bulk Export assignment data outside of SharePoint document libraries
For a student.
To bulk export a single student's data, before removing the student from the classes they're part of, run the script and provide the userId . If the student has been removed from the site, either the admin can add the student back to the class before running the script, or the admin can provide the userId and the classId that the student was ever a part of.
The data about the student submissions will be exported.
For a teacher
Bulk Export assignment data works the same way for a student, but all submissions that the teacher has access to will be exported.
Bulk Delete assignment data outside of SharePoint document libraries
To bulk delete a single student's data, before removing the student from the classes they're part of, run the script and provide the userId . If the student has been removed from the site, either the admin can add the student back to the class before running the script, or the admin can provide the userId and the classId that the student was ever a part of.
Providing a ClassId will allow the admin to only delete information about the student from a specific class.
Since an assignment's data for a teacher is shared across the class, there's no bulk delete option. Instead the admin can add themselves to the class, go to the app, and delete the assignment.
For more information, see Configure assignments for Teams .
Removing Assignments and Grades
You can also use Teams policies to remove Assignments and Grades for a specific user or for your entire tenant.
To remove Assignments and Grades for an individual user, go to Teams Admin Center and navigate to Teams apps > Permission policies to create a new app permission policy definition. When creating the new policy definition, set the Microsoft apps policy to Block specific apps and allow all others and add Assignments and Grades to the list of blocked applications. Once your new policy definition is saved, assign it to the appropriate users.
To remove Assignments and Grades for your entire tenant, go to Teams Admin Center , navigate to Teams apps > Manage apps , and search for and select Assignments and Grades from the application list. Change the status setting within the applications' settings page to Blocked .
Assignments diagnostic tool for users
Microsoft Support has created a tool to collect diagnostic data for the Microsoft engineering team to investigate issues related to the Assignments feature.
This tool can be accessed inside of Assignments on any screen the users experience an issue.
To pull up the diagnostic tool in Teams, users can:
- Select Ctrl+/
- Touch the screen with two fingers and rotate fingers 45 degrees, or
- Tap on the screen with three fingers for 15 seconds
Once the diagnostic tool pops up, users will see a list of data that may be needed by Microsoft technical support.
The data pulled may include:
- Assignment ID
- Submission ID
This data isn't automatically sent to Microsoft. Users need to copy and paste the data to a Microsoft support agent regarding a support ticket.
If a user pulls up the diagnostic tool then closes it, no data is sent.
When the data is sent to a Microsoft support agent, it's handled as Support Data under your organization's Microsoft 365 service agreements.
For instructions on using this diagnostic tool that you can share with educators and students, see Get diagnostic data to troubleshoot Assignments .
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Additional resources
how to effectively assign tasks to team members to increase productivity?
Picture this: It's Monday morning, and your team is buzzing with excitement, ready to take on the week. But wait! Who's doing what? Does everyone know their roles and responsibilities? Ah, the perennial challenge of assigning tasks . If this rings a bell, worry not. We've all been there. Have you ever felt the sting of mismatched roles? Like trying to fit a square peg into a round hole? Assigned tasks play a pivotal role in the smooth functioning of any team. And guess what? There are methods and tools that make this process easier. Let’s dive in.
As a leader in the workplace, it is essential to ensure that everyone in the team gets the appropriate amount of work. Sometimes, it's tempting to give an employee more tasks than others, especially if he/she finishes the tasks faster. But keep in mind that as managers, you must be fair. You must learn how to effectively assign tasks to your team members .
Although it may seem like a simple management function, assigning tasks to your team is actually challenging. As said by Liane Davey, cofounder of 3COze Inc. and author of You First: Inspire Your Team to Grow Up, Get Along, and Get Stuff Done , You are “juggling multiple interests” in the pursuit of optimal team performance.
Task distribution among various departments might vary from person to person. For efficient delegation, it is vital to consider guidelines while distributing duties to team members.
Tasks that are delegated effectively move your people, projects, and the entire business forward. It increases management and staff trust and accountability, helps in refining and teaching new abilities, enables personnel to become acquainted with various groups and areas of employment, and is an excellent foundation for performance reviews, etc.
How do you assign tasks to your employees?
Assigning tasks is typically perceived as a time-consuming activity that focuses on removing items from task lists in order to keep the project moving forward. Task assignment, nevertheless, ought to be a more employee-focused procedure that calls for extra commitment and work, which produces excellent outcomes.
Here are some tips to effectively assign tasks to your employees:
1. Delegate Positively
Don't just throw work at someone and expect them to deliver when they might not be qualified for that particular assignment. Maintain a mindset of doubting every assignment you gave and go over your personnel roster to see whether anyone else is capable of completing it as effectively as you can. They will be more likely to believe that they can do the assignment in the manner that the leader desires if they have a positive outlook. Employees won't feel inspired to start their assignment if you adversely assign them or have doubts about their competence. A little encouragement will make their day happier and encourage them to confidently do the tasks given to them.
2. Set Clear Goals and Objectives
To understand how your team performs, you should set clear goals and objectives before entrusting them with any responsibilities. When goals and objectives are not defined, it'll be harder for your team to see the big picture and perform tasks in a particular manner.
3. Assign the Right Task to the Right Employee
This is the key to productivity. Who has the most expertise and experience should be given priority, but don't give that individual too much work. You should also think about who needs to develop their sense of responsibility. Also, take into account the passage of time and their eagerness to seize the opportunity. To do this, the manager should create a delegation plan that considers the various skill sets of each employee and assign tasks that are properly suited to each individual. On the other hand, when a task requires an extraordinary employee and there is a talent shortage, the leaders themselves should do the assignment in an emergency or without a workforce.
4. Obtain Inputs from Your Team and Set Up Meetings if Possible
Get suggestions from your team on what should be modified, who you could include, and how outcomes should be defined. Engage with the specific managers of the sub-teams if you are in charge of a large team or organization. A meeting with the entire team is necessary before assigning tasks to team members. You may obtain a clear picture of who is responsible for what and how purposefully they can do the assignment. Getting suggestions from your team members ensures that each of them will contribute to the task's accomplishment.
5. Conduct Training and Supervision
A project's completion necessitates the blending of various delegation techniques, a high degree of team member commitment, and effective planning and execution. It is essential to teach the team members and meet with the team every day in order to produce a skilled workforce. The training includes free access to resources for developing skills, such as courses from Upskillist , Udemy , or Coursera . Following the training phase, the work must be supervised by a professional to ensure that the team learned from the training provided. Before and throughout the task assignment and execution among several team members, training and supervision are equally crucial.
6. Communicate Constantly
It doesn't mean that when you're done delegating the tasks, everything's good. No, it doesn't work that way. Constant communication is also the key to unlocking productivity. You need to collaborate with your team . Professionals at work must keep a close watch on their team members to learn about any challenges or issues they may be having. For the task to be completed and the status of each team member to be tracked, communication is essential. Following up on tasks you assign to your employees helps them manage pressure and boost job productivity since problems like stress and pressure may tangle them and slow them down. Employee burnout is a result of micromanagement, which is not a good concept. It is best to let staff go free by following up casually.
7. Know who to Handover Authorization and Control
Decentralized power relieves employers of job management. Make sure to provide your staff some authority when you delegate tasks to them using management apps such as Trello , Asana , Edworking , Slack , and the like. Employees become empowered and responsible for completing tasks as a result of the control transfer. Giving them too little authority can cause issues because they lose interest in their work while giving them too much control might overwhelm them and cause them to forget basic responsibilities. The key to the team's success is giving each member the authority they rightfully deserve while also soliciting input.
8. After the project, assess the results
Ask yourself how you as the manager could support the success of your team members more effectively. Give constructive criticism and accept it in return.
The most vital phase in job completion is assigning tasks to team members. Due to the frequent mistakes made while delegating duties, it is imperative to use management tools when giving your team responsibilities. Project management solutions provide better work allocations by incorporating features like marketing automation. Employee development and time tracking are made easier by the task assignment guidelines, which also help keep workers interested.
Allocating Vs. Delegating Tasks
Now that you've learned about some tips to properly assign tasks, you may also have questions like, "what's the difference between allocating and delegating tasks?"
As stated by Abhinav in a published article on LinkedIn, "The imbalance of responsibility and accountability is the main difference between Delegation and Allocation." What does it mean? Delegation gives a real opportunity for your team to upskill, grow, and develop. Allocating tasks is merely assigning tasks without the goal of helping your team grow.
Although assigning tasks has its merits, delegating tasks offers significant advantages in terms of employee growth and engagement. Because delegation when done well delivers diversity and other intrinsic motivational incentives that make work so much more meaningful, it will be even more rewarding for the manager and team members.
Task Tips and Best Practices
In order to accomplish our objectives and SMART goals, we define a particular number of tasks that we must do each day. We frequently take on more than we can handle in the fight to remain at the top of our game and maintain our competitive edge.
Even while everything appears to be of the utmost importance, something is off in your struggle to finish everything while maintaining your composure. Some of us have a lengthy list of things we want to get done before a given age or period. Others devote so much effort to honing a particular skill that by the time it shines, it is no longer relevant.
Time management and balancing workload are not just skills of project managers or superiors. In reality, these abilities should be embraced at every level, particularly when working in a team. Research by Cornerstone found that when workers believe they don't have enough time in the day to do their jobs, work overload reduces productivity by 68%. What tips and best practices should you do so you don't only allocate tasks but delegate them effectively?
1. Prioritize. Make a to-do list according to the order of priority
Even if to-do lists are classic, they are still more efficient and effective than ever. People used to keep handwritten notes for ideas and tasks back in the day. There are smart to-do lists apps and software that provide notifications and reminders prior to the task's due date.
2. Maximize productivity and minimize procrastination
To start, delegate the tasks to the right people. Don't do it tomorrow or the next day. Do it today. Having a lot to accomplish may be stressful, which is sometimes worse than the actual task. If you struggle with procrastination, it's possible that you haven't come up with a good task management strategy. You might express your lack of starting knowledge by procrastinating. It could not be laziness, but rather a matter of setting priorities.
3. Be motivated
Procrastination and a lack of motivation are closely correlated. When you lack motivation, you tend to get distracted. If you want to meet milestones and deadlines, be motivated.
4. Delegate and be involved
The reality of being overburdened can have a negative impact on productivity if it is not properly managed. At the end of the day, we're still just humans. When it comes to having patience, resilience, working under pressure, or finishing a task quickly, each one of us possesses a certain set of skills. So, delegate the right tasks to the right person in your team, and don't just stop there. Be involved. Leaving the stadium just because you're done delegating is a big no. Keep in touch with them and follow up on the progress of the tasks assigned.
Task Vs. Subtask
Tasks and subtasks are quite similar. The only difference is that a subtask should be completed as an element of completing a larger and more complex task.
For example, the task is to increase your company's social media presence. So, what should you do to accomplish those tasks? That's when you have subtasks such as creating optimized posts and content on various social media platforms, scheduling them, interacting with your audience in the comment section, etc.
The additional stages that make up a task are called subtasks. They are essential while working on large projects with a wide range of tasks. In some task management tools, You may create as many subtasks as you need in the task view, but you must first choose the parent task before you can create a subtask.
Why You Should Assign Tasks Effectively to Team Members
Enhance team productivity.
Efficient task assignment can work wonders for your team's productivity. When each team member knows their role and is well-suited for their tasks, they can focus on delivering high-quality results. Imagine a well-oiled machine, with each cog spinning smoothly and in harmony - that's your team at peak productivity!
Consider these points:
- Match tasks to individual skills : Ensure tasks align with your team members' unique abilities and expertise.
- Set clear expectations : Be transparent about deadlines, deliverables, and objectives.
- Foster collaboration : Encourage communication and collaboration among team members.
Nurture a Sense of Ownership
Assigning tasks effectively helps to in still a sense of ownership and responsibility within your team. When individuals understand their role in a project, they are more likely to take pride in their work and strive for excellence. It's like planting a seed - with proper care and attention, it'll grow into a strong, thriving tree.
Key elements to foster ownership:
- Encourage autonomy : Allow team members to make decisions and take charge of their tasks.
- Provide feedback : Offer constructive feedback and celebrate successes.
- Support development : Invest in your team members' growth through training and development opportunities.
Reduce Work Overload and Burnout
Nobody wants to be buried under an avalanche of tasks. By allocating work effectively, you can prevent team members from feeling overwhelmed and burned out. Just as we can't run on empty, neither can our team members - so, let's ensure they have a manageable workload.
Strategies to avoid overload:
- Balance workloads : Distribute tasks evenly and consider individual capacities.
- Encourage breaks : Promote a healthy work-life balance and remind your team to take breaks.
- Monitor progress : Regularly check in with your team members to assess their workloads and stress levels.
Boost Employee Engagement
An engaged employee is a happy and productive one. When you assign tasks effectively, you're laying the groundwork for increased engagement. Think of it as a dance - with the right choreography, everyone knows their steps and performs in harmony.
Steps to enhance engagement:
- Align tasks with goals : Ensure tasks contribute to the overall goals of your team and organization.
- Offer variety : Mix up tasks to keep things interesting and provide opportunities for growth.
- Recognize achievements : Acknowledge hard work and accomplishments.
Improve Overall Team Morale
Finally, effective task assignment can lead to a happier, more cohesive team. When everyone feels valued and supported, team morale soars. Imagine a choir, each voice blending harmoniously to create a beautiful symphony - that's a team with high morale.
Ways to uplift team morale:
- Empower decision-making : Encourage team members to contribute their ideas and be part of the decision-making process.
- Foster a positive atmosphere : Cultivate an environment of open communication, trust, and support.
- Celebrate successes : Acknowledge both individual and team achievements, and celebrate them together.
Tools to Simplify Task Assignments in Teams
Microsoft outlook: not just for emails.
Yes, you heard that right. Beyond sending emails, Outlook has task features that allow managers to assign work to team members. You can set deadlines, prioritize, and even track progress. Think of it as your digital task manager. How cool is that?
Google Docs: Collaboration Made Easy
A favorite for many, Google Docs allows real-time collaboration. Need to distribute tasks ? Create a shared document, list down the tasks, and voila! Everyone can view, edit, or comment. Ever thought of using a simple shared document as a task distribution board?
Trello: Visual Task Management
For those of us who are visual creatures, Trello is a game-changer. Create boards, list assigned duties , and move them across columns as they progress. Remember playing with building blocks as a kid? It’s pretty much that, but digital and for grown-ups!
Common Mistakes to Avoid
Assigning tasks effectively is a skill that every leader must master to ensure team productivity and employee satisfaction. While the tips provided earlier can help you get there, being aware of common mistakes in task assignment is equally crucial. Avoiding these pitfalls can save you from derailing your projects and hampering your team's morale.
1. Overburdening Skilled Employees
It's tempting to give the bulk of the work to your most skilled team members, but this can lead to burnout and decreased productivity in the long term.
2. Lack of Clarity in Instructions
Vague or unclear instructions can result in misunderstandings, leading to poor quality of work or project delays. Always be specific and clear about what is expected.
3. Micromanaging
While it’s essential to oversee the progress of tasks, hovering over your team members can undermine their confidence and create a stressful work environment.
4. Failing to Prioritize Tasks
Not all tasks are created equal. Failing to prioritize can lead to poor allocation of resources, with less important tasks taking away time and energy from critical objectives.
5. Ignoring Team Input
Ignoring suggestions or feedback from your team can result in missed opportunities for more effective delegation and stronger team cohesion.
6. One-Size-Fits-All Approach
Remember that each team member has unique skills and limitations. Assigning tasks without considering these factors can lead to ineffective results and frustrated employees.
7. Neglecting Follow-Up
Assigning a task is not the end but part of an ongoing process. Failing to follow up can result in delays and could indicate to your team that the task wasn’t that important to begin with.
8. Fear of Delegating
Sometimes managers avoid delegating tasks because they feel that no one else can do the job as well as they can. This not only increases your workload but also deprives team members of growth opportunities.
A significant aspect of a leader's duties is delegating assignments to team members effectively. The secret to a manager's team functioning like an efficient machine is wise delegation.
Because of delegation, you won't have to spend hours on work that someone else can complete more quickly. Trying to handle everything on your own can quickly wear you out, regardless of your knowledge or expertise. Effectively delegating tasks enables you to keep on top of your own work while assisting team members in acquiring new abilities and developing a sense of comfort with taking ownership of tasks.
Proper delegation of tasks also provides managers and team members with a learning opportunity since it enables everyone to build trust and become accustomed to exchanging comments and showing each other respect and appreciation.
Less is more when attempting to boost your team's output. Your team may become burned out if you try to increase their production too rapidly. In contrast, if you're too aggressive, your team can lose interest in their work and productivity might drop. Keep in mind that everyone will be more productive if they are part of the decision-making and execution process.
If you want to delegate tasks with ease and convenience, go for Edworking . This management tool lets you assign tasks and oversee your team's progress in a specific task. You can also conduct meetings to meet your team.`
Know that productivity greatly matters. With the right knowledge of assigning tasks to your team members, you can maximize productivity. Thus, achieving the goals and objectives of your organization.
What is the best way to assign tasks to team members?
Recognizing and understanding each member's unique strengths and expertise is paramount. Instead of assigning tasks randomly, it's always better to match each job with the individual’s skill set. Consider open dialogue, seek feedback, and ensure the assigned tasks align with both team and individual goals. It's a bit like giving everyone their favorite role in a play; wouldn't they shine brighter?
How do you assign tasks to a team in Teamwork?
In Teamwork, tasks can be assigned effortlessly. Start by creating a task list, then add individual tasks. Within each task, there's an option to 'Assign To.' Simply choose the team member you wish to assign the task to. Think of it as passing the baton in a relay race – each person knows when to run and when to pass it on!
Why is it important to assign tasks to your team members?
Assigning specific tasks helps in streamlining the workflow, ensuring accountability, and reducing overlaps or gaps in responsibilities. It also empowers team members by giving them ownership of their work. Have you ever seen a football team where everyone runs after the ball? Without clear roles, it's chaos!
How do you politely assign a task?
Start by acknowledging the individual's capabilities and expressing confidence in their ability to handle the task. Then, clearly explain the job's scope, expectations, and its importance in the overall project. Think of it as offering a piece of cake, not dumping a plate on their lap!
How do short term goals differ from long term goals?
Short-term goals act as stepping stones towards achieving long-term goals. While short-term goals focus on immediate challenges and tasks (think weeks or months), long-term goals look at the bigger picture and can span years. It's like comparing a sprint to a marathon. One's quick and intense, the other's about endurance and the long haul.
How To Assign Tasks To Team Members Effectively? Our Full Guideline
How can I effectively assign tasks to people?
Why is it that despite assigning tasks, some groups reach peak productivity and project success, while others grapple with conflicts and burnout?
And how can I address and solve issues related to task assignment?
In this article, we’ll provide answers to all of these questions.
Ready to elevate your task assignment skills and boost your project success? Let’s dive right in!
I. Assigning Tasks: Quick Overview
1. What is task assigning?
Task assigning is the process of allocating specific duties to team members to achieve a common goal.
2. Why is assigning tasks to team members important?
Effective task assigning is crucial for achieving team goals and maintaining productivity because it improves:
- Fair workload distribution.
- Resource efficiency.
- Seamless team collaboration
- Simplifying project progress tracking.
There’s more.
As everyone knows their role, responsibilities, and how their work contributes to the bigger picture, they feel less confused and more accountable for their assigned task.
II. How to assign tasks effectively in a project?
Below are the best strategies, practices, and tips for assigning tasks to others effectively.
Stage 1: Before assigning tasks
- Understand the project & your team members
Ensure you get a clear understanding of:
- Project’s objectives, scope, desired outcomes, and any deadlines.
- Team members’ skills, strengths, weaknesses, and preferences.
This step allows you to match the right tasks with the right team member, which helps allocate tasks efficiently, increase productivity, and maximize project success.
- Break down the project into individual tasks
Follow these steps:
- Identify major components of the project based on its goals.
- Break components into smaller tasks.
This makes it easier for managers to allocate responsibilities and track progress while helping team members better grasp the overall process.
- Prioritize tasks
Prioritize tasks based on 3 factors: 1) urgency, 2) importance, and 3) complexity. Here’s how:
- Identify time-sensitive tasks.
- Address tasks contribute to your long-term goals and should not be neglected.
- Categorize tasks based on difficulty levels, and time and resources required.
- Create a priority list of tasks based on the combination of all three criteria.
This valuable step helps managers make informed decisions on which tasks to tackle first and find the right people to work on each task.
Stage 2: While assigning employee tasks
- Match the right person to the right task
Assign tasks to the most qualified people.
Start by allocating high-priority tasks to the first available person with the matching expertise. Schedule low-priority tasks.
Straightforward tasks can be assigned to less experienced members, while complex tasks may be given to those with advanced skills.
- Be mindful of your team’s availability.
- Set realistic deadlines. Ensure to give members sufficient time to complete their assigned task.
- If someone shows interest in a particular task, consider assigning it to them.
If you know your employees well enough, then make a list of dependable people who are ready to take on a little more duties.
Give them low-priority yet important tasks with authority.
- Communication
To avoid disputes, constant clarification, or errors, it’s important to help your team members understand:
- Project’s goals, desired outcomes, and deadlines.
- Tasks’ requirements and priorities, plus how they contribute to the overall project’s success.
- Who is responsible for which task and what is expected of them.
Tips: Use clear and concise language when communicating. Encourage employees to ask questions and seek clarification on the project and their assigned tasks.
Stage 3: After assigning tasks
- Monitor Progress & Offer Help
Check-in with team members regularly to see how they are doing and if they need any help.
Encourage them to open up and transparently communicate their concerns and challenges.
On your side as a team leader or project manager, be available to offer assistance if they encounter challenges.
This helps resolve issues and improve the task assignment process.
- Provide Necessary Resources
Ensure that team members have the necessary resources, tools, and information for their task completion.
Stage 4: After the task/project is completed
- Reflect on Past Assignments
After each project or task, take time to reflect on what worked well, what didn’t, and where certain tasks weren’t up to par.
Address any issues and offer feedback on completed tasks. Use this feedback to refine your approach in future assignments.
Recognize and reward everyone’s efforts and contributions. This helps keep employees excited and motivated.
- Continuous Learning and Improvement
Invest in training and development opportunities for your team to enhance new skills and knowledge.
Extra tips for assigning tasks effectively:
- Use project management software to help you manage workload, make time estimates, performance reviews, etc.
- Be flexible. Things don’t always go according to plan, so be prepared to adjust your assignments as needed.
- Don’t be afraid to experiment. Try different approaches to see what works best for your team.
III. How to assign tasks in Upbase?
In this section, I’ll show you how a project management tool like Upbase helps simplify task assignments, improve morale, and increase outcomes.
Quick info:
- Upbase organizes and manages projects by lists.
- Members of a list can’t see and access other ones except those lists’ owners allow them to.
- Upbase offers unlimited free users and tasks.
Sign up for a free Upbase account here , follow this guide, and take your task assignment process to the next level.
1. Break down projects into smaller tasks
Create a new list:
- Hover over “Lists” on the left sidebar to open the dropdown menu.
- Select “List”
- Edit the list’s icon, color, name, and description. Then, add your employees.
Add new tasks to the list:
- Navigate to the Tasks module.
- Create and edit sections.
- Add tasks to sections by clicking “+” or “Add task”.
Add new tasks via emails : Open the dropdown menu next to the list name, select “add tasks via emails”, and follow the instructions.
Add task details:
You can add specific instructions, priorities, deadlines, and other attributes to individual tasks and subtasks.
Keyboard shortcuts : Hover over a task card and press:
- “S” to set high priority
- “D” to open the Due date picker
- “C” to open the Tag picker
Upbase Tip : Use task tags to categorize tasks by urgency, importance, and complexity. This makes it easier to match the right tasks to people for later.
2. Assign tasks
Check your employee availability:
Go to the Members page, and click on the team member you’d to assess their workload.
You’ll be driven to a separate page that shows that member’s assigned tasks, along with their due dates, priorities, etc. You can also filter tasks by one of these attributes.
Use this page to check each employee’s availability and identify who can complete additional tasks.
Assign tasks:
Open the desired task, click “Assignee”, and choose the right team member(s).
Keyboard shortcuts : Hover over the task and press “A” to open the Assignee picker. Press the space bar to assign yourself. This way makes assigning tasks easier and quicker!
If you want multiple people to work on a particular task, consider dividing it into subtasks, give time estimates for each, and then assign them to the right team member(s).
Communicate tasks:
Use the Messages and Chat modules to communicate with your team.
Messages is best suited to show the big picture, like project goals, desired outcomes, everyone’s duties, and how their work contributes to the whole.
Make use of the comment box to encourage everyone to ask questions and seek clarification about the project or their assigned tasks.
Chat supports both 1:1 chats and group chats. It’s perfect for quick discussions about issues, task deadlines, etc.
3. Track progress
Upbase offers an array of tools for project managers to track the workload of other employees.
To track a project’s progress:
From the Tasks module :
Here, you can view tasks in a List or Board format.
The List format provides an overview of tasks, deadlines, priorities, and employees working on them, while the Board visualizes the project’s progress.
Besides, you can group tasks by due date, priority, assignee, or section. View tasks filtered by one or multiple tags. Or create a custom filter.
From the Calendar module:
It shows all the scheduled tasks within a project by week or month. It also allows you to create a new task or reschedule overdue tasks.
To track the progress of all projects in a workspace :
Filters : In addition to filtering tasks within a project, you can create custom filters across multiple or all projects in a workspace.
Schedule : It functions similarly to the Calendar module. The two main differences are:
1) Schedule is to track the progress of tasks from all projects while Calendar is to track the progress of tasks within a project.
2) Schedule offers an additional view, named Daily Planner.
Other tools for progress tracking:
My Tasks : A private place where you can get an overview of all the tasks you create or tasks assigned to you.
4. Encourage collaboration and provide support
Use Upbase’s Docs, Files, and Links to provide employees with resources, information, and tools they need to complete tasks.
These modules are available in each list, making it easy to manage project data separately. Plus, they all provide collaboration features like watchers and comment boxes.
- Docs : You can create native documents, share a doc’s public link, embed Google Docs, and organize documents by folders.
- Files : It allows you to upload/download files, manage file versions, embed Google Drive folders, and show files by Grid or Board view.
- Links : You can save URLs as cards, and then add descriptions, watchers, and comments.
5. Providing feedback
On the Tasks module, you can create a section, named “Review”.
When a task is completed, the assignee will drag and drop it here. Then, you, as a project manager will leave feedback on it via the comment box.
So, why wait? Sign up for a free Upbase account now and experience it yourself.
IV. Common mistakes to avoid
For successful task assignment, remember to avoid these common mistakes:
1. Fear of Assigning Tasks
Some people, particularly new or inexperienced managers, may hesitate to allocate tasks to others due to concerns about:
- The quality of the work
- Fear of losing control
- Lack of trust in team members
This fear can hinder productivity and personal growth within a team or organization.
2. Lack of Clarity
This means that the instructions and details regarding a task are not transparent.
Team members may not have a clear understanding of what they are supposed to do, what the goals are, or what the expected outcomes should be.
This lack of clarity can lead to confusion and misunderstandings.
3. Poor Communication
Poor communication can contribute to misunderstandings and problems in task assignments, too.
However, it addresses different aspects of the overall process.
Poor communication means that there might be a lack of information sharing or ineffective communication methods. This could include:
- Not providing updates
- Failing to ask questions when something is unclear
- Not actively listening to others.
Even with clear instructions, if there’s poor communication, the information may not be conveyed effectively.
2. Overloading
Assigning too many tasks to a single person or team can overwhelm them and negatively impact the quality of their work. It’s crucial to distribute tasks evenly and consider each individual’s capacity.
3. Ignoring Skills and Strengths
Neglecting to match tasks with team members’ skills and strengths can result in subpar performance. Assign tasks based on individuals’ expertise and abilities to optimize results.
5. Micromanagement
Hovering over team members and scrutinizing every detail of their work can stifle creativity and motivation.
Trust your team to complete their tasks and provide support when needed.
6. Inflexibility
Being rigid in task assignments can prevent adaptation to changing circumstances or new information. It’s essential to remain open to adjustments and feedback.
8. Unrealistic Deadlines
Setting unattainable deadlines can put unnecessary pressure on your team and lead to a rushed and subpar outcome. Ensure that timelines are realistic and allow for unexpected delays.
10. Lack of Feedback
Forgetting to provide constructive feedback or failing to seek input from team members can hinder growth and improvement. Regularly discuss progress and provide guidance when necessary.
In summary:
Successful task assignment relies on clear communication, matching tasks to skills, flexibility, and a supportive, accountable, and feedback-driven environment.
Avoiding these common mistakes will help ensure that tasks are completed efficiently and effectively.
1. What’s the difference between assigning and delegating tasks?
Task delegation means you give someone the authority to make decisions and complete tasks independently without constant supervision.
Task allocation, on the other hand, means you assign specific duties to someone, often with clear instructions, while retaining overall control.
A delegated task gives the team member more freedom to make decisions and determine how to produce the desired results. An assigned task is more limited because it’s based on instructions and under supervision.
In short, delegating tasks typically involves a higher degree of trust and empowerment than allocating tasks.
2. What’s the difference between tasks and subtasks?
Tasks are generally larger, more significant activities that need to be completed, while subtasks are smaller, specific components or steps that contribute to the completion of a task.
Subtasks are often part of a broader task and help break it down into manageable pieces.
3. Who is the person assigned to a task?
The person assigned to a task is called an “assignee”. They’re responsible for completing that specific job or duty.
4. Who should you delegate a task to?
Delegate a task to the person best suited for it based on their skills, expertise, and availability.
Choose someone who can complete the task effectively and efficiently, taking into account their experience and workload.
5. What is the best way to assign tasks to team members?
The best way to assign tasks to others is by considering each member’s strengths, skills, and workload capacity, and aligning tasks with their expertise and availability.
6. Why is it important to assign tasks to your team members?
Assigning tasks to team members is crucial because it ensures clarity, accountability, and efficiency in achieving goals.
It helps prevent duplication of efforts, enables better time management, and allows team members to focus on their strengths, ultimately leading to successful project completion.
7. How do you politely assign a task?
To politely assign a task, you can follow these steps:
- Start with a friendly greeting.
- Clearly state the task and its importance.
- Ask if the person is available and willing to take on the task.
- Offer any necessary information or resources.
- Express appreciation for their help.
8. How do short-term goals differ from long-term goals?
Short-term goals are specific, achievable objectives that you aim to accomplish soon, typically within days, weeks, or months.
Long-term goals are broader, more substantial objectives that you work towards over an extended period, often spanning years.
Short-term goals are like stepping stones to reach long-term goals.
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Assigning Tasks: How to Delegate Effectively
There are certain projects that could never be completed if they weren’t broken down into individual tasks, especially those of a certain size and complexity. As soon as your team grows bigger than one or two people, you need to make use of the ability to assign tasks to achieve your goals.
December 21, 2022
8 mins read
There are some customer service superheroes out there who seem to be able to complete all the tasks themselves. But the reality is that most of us need to learn the skill of assigning tasks to others, especially if we are in positions of responsibility in busy customer service teams. This is to ensure that no single person is burdened with the workload, or high-performers are being unfairly assigned a larger proportion of the work available.
Assigning tasks is essential for high-performing customer service teams that must juggle multiple priorities.
Anyone who has any experience working in a customer service team understands task assignments, which helps you to get projects completed, customer queries solved and objectives fulfilled. It’s naturally much quicker and more efficient to have multiple employees working on different tasks that make up a project, utilizing their unique skills and experiences to come up with creative solutions.
Without assigned tasks, projects would never get completed because teams are not working to their full capacity. Some customer problems could never be resolved because they require the contributions of different customer service representatives . Assigning tasks needs to be deliberate since it requires the coordination of multiple members of a team.
What is task assigning?
Task assigning means allocating and delegating tasks to members of your team for effective project management. The task assigner is aware of the various strengths and weaknesses, skills and experience of individuals and can assign them tasks in pursuit of greater productivity.
You need to be able to break down projects into component parts so that each individual may contribute to the greater whole. Usually, you will use task tracking or project management tools that can help your team manage their assigned task, and can even offer customer service automations that make assigning tasks easier.
When assigning tasks is implemented effectively, each team member knows who is responsible for what and when tasks are due. This helps prevent conflicting priorities. Each task must come full circle, with each assignee receiving constructive feedback on how well they have completed the task.
Even if you assign a task to another team member, they are still reporting into the task owner for approval.
The importance of efficient task assignments
Efficient task assignment means that customer service teams can work to their full productivity, since each team member understands what they are responsible for. Your task description can break each task down so service reps fully understand the steps they need to take to complete the task, and have access to the resources they might need to be successful. Employees perform better when they are trusted with tasks that help them stretch and grow.
The entire purpose of a team is to enable different employees to work together effectively and create outcomes that are greater than the individual contributions. Customer service teams that have a plurality of perspectives from multiple people are more creative. A diversity of perspectives contributes to more creative solutions as people with different backgrounds collaborate together.
Projects are completed much more quickly when you have multiple team members handling all your employee tasks, instead of one person trying to do everything on their own. Task assignment means team members who have both the time and experience necessary to complete the task can all have a role to play.
Effectively assigning tasks to individual team members gives them a chance to stretch themselves and engage in more professional development. New tasks give more junior customer service reps the opportunity to step outside of their comfort zone, and complete different types of work that may otherwise not come across their path.
There are many benefits to task assignment, not least because it allows the entire team to share the workload.
The difference between assignment and delegation
While they might at first glance seem to be similar, there is a big difference between task assignment and delegation. Assignment means you assign tasks to a team member and explain exactly how you want things to be done, with clear-cut instructions. Delegation means you are transferring responsibility for the task to your assignee and giving them more autonomy for how that task gets completed.
Assigning tasks is often repetitive but it nevertheless contributes to the overall completion of the project. A delegated task is more free and gives your team members the opportunity to grow as they figure out how to produce the desired results. Task delegations are based more on outcomes than specific instructions, with the employee figuring out how to complete the task on their own.
Although task delegation is more autonomous, it nevertheless still requires support from the manager to ensure that the employee has adequate direction. Delegating a task doesn’t mean the manager no longer has anything to do with it, but simply that they are trusting their assignee to take ownership.
Choosing whether or not to assign or delegate a task means understanding the complexity of the task to be assigned.
How to assign tasks to team members
Try to remove yourself from the approval process.
When a supervisor assigns tasks to employees, they themselves can become a bottleneck as service reps turn to them for approval during every stage of completing the task. When multiple team members are waiting for sign-off from the same customer service manager, you find that you haven’t actually reduced your workload and you end up micromanaging your assignees.
When managers are too involved, projects lose momentum as the individual contributors end up waiting around for approval when they could be spending their time on more productive tasks. Customers are kept waiting as individual queries can’t progress without the authority of a manager.
In order to avoid this problem, you can select a group of dependable people who are responsible for the approval process. Delegating responsibility means that you can be more hands-off in the task completion process, while being assured that the work is being completed to a high standard. Schedule regular team meetings to go over the progress of each task and keep your eye on the ball.
Effective teamwork only happens when customer service supervisors feel secure enough to let the task go.
Make your expectations explicit
Unfortunately, we can all fall into the trap of assuming that other people are mind-readers. In reality though, if you don’t give clear instructions to your team members then you’re unlikely to get the result you want. You need to look at your task titles and outlines from the perspective of an outsider in order to formulate clear instructions.
If you want to better formulate tasks for your team members, break the task down into steps and give time estimates for each step. The more information the better, if you want to empower employees to complete tasks on their own. When employees are informed, they don’t have to waste time referring back to you for more clarity.
There’s a fine line between clarity and micromanaging. Once you have assigned the task, don’t keep pestering your service rep to check whether they are doing it right. If you’ve given clear instructions, they should be able to complete the task to the best of their ability.
At the same time, ensure that your employee knows they can always turn to you for help during the task, to guard against failure.
Set an objective time frame for completion
When employees are assigned tasks, they need to be made aware of the deadline for completion or the task could run on forever. It’s not enough to vaguely say “As soon as you get to it” because some critical customer issue is bound to come along.
It’s best to actively involve your customer service reps in their time frame for completion, since they are the ones who know best how long it will take them to finish certain tasks. When employees are involved in setting their own deadlines, they are more accountable and more likely to make an effort to meet it.
If an employee is aware of a deadline, they can let you know if competing priorities have materialized and whether the deadline may need to be reevaluated. It’s best to flag these issues as soon as possible, before they affect the overall progress of the project.
Without hard deadlines, projects will never get finished as every step gets continually put off until tomorrow.
Hold your employees accountable
When assigning tasks to employees, make sure that they can account for their working hours somewhere that is publicly accessible to the team. You can use time tracking software that will help other team members understand exactly how someone is progressing with their task and hold that individual accountable.
If employees are held responsible for their tasks, the project is much less likely to get derailed since you as the customer service manager can become aware if someone is falling behind. If your employee’s current progress looks like they might not meet their deadline, then you can ask them if they need extra help or support.
Tracking your team’s performance can also help you identify the high-performers and who might be available for extra work. You might also see when team members are spending time on unnecessary tasks that don’t contribute to the progress of the project. Teams will be more efficient when they know exactly where time is being spent.
If you don’t track your team’s hours, you won’t have visibility into your projects and their rate of completion.
Assign tasks to the right person
There are several reasons why you might choose a particular person to assign a task to, starting with their relevant skills and experience. When assigning tasks to someone, you want to know that they have the right capabilities to complete the task without too much support from the manager.
Secondly, you want to know that the person you assign the task to has enough time to complete the task. It’s no good assigning tasks to someone who is already overburdened with customer tickets and won’t be able to give your task the due care and attention.
Thirdly, you might consider assigning tasks to someone who is in need of development opportunities. Perhaps there might be someone more skilled for the task out there, but you want to give this service rep a chance to learn new skills. In this case, you can assign the task while offering extra support for their professional development.
Multiple factors come into play when it comes to deciding which person to assign a task to, so make sure you give each one enough consideration.
Relate each task to a wider perspective
When an employee is assigned a task, it might seem insignificant and menial which will cause them to lose motivation. In order to keep employees excited about completing tasks, relate it to the wider perspective and explain how it helps to meet overall objectives. No task is too small or you wouldn’t be including it in your project in the first place.
Showing employees how their work has an impact influences them to become more committed to the task. Employees are more engaged and happier at work when they understand how their contribution has a place, and that they are improving the lives of others in their team or of their customers.
If you can’t see how each task fits into the bigger picture, then perhaps it shouldn’t be included at all. Every task should advance your goals and contribute to the progress of the project.
If it’s not clear how a task fits into the broader picture, try to imagine what would happen if that task was left incomplete.
Offer feedback on tasks
Every customer service rep needs to understand their performance, whether the feedback is positive or negative. If an employee has no feedback, they have no idea how their work has impacted the team or whether their task has been successful. Without feedback, employees can’t improve and become more productive members of the team.
Providing your service reps with feedback means they can move onto progressively harder tasks that help them with their development. Even negative feedback can provide motivation to improve as the employee understands exactly what they did wrong with the task.
While providing feedback does take some time on the part of the customer service manager, it’s the only way that your team members can become more effective, able to take on more complex tasks that would normally go to more senior members of the team.
Be sure to phrase your feedback constructively to avoid demoralizing the team.
Wrapping up
Customer service teams that master the art of effective task assignment are more productive, more creative, and have better solutions than their counterparts who can’t assign tasks. In an efficient customer service team, everyone should know what is expected of them and how their work contributes to the whole.
Task assignments should be clear, detailed and accountable, with hard deadlines for completion.
Effective teamwork means you can accomplish more than you could as individuals, and assigning tasks is a big part of working together. With transparency and accountability, managers can monitor how everyone is adding to the project.
Catherine is a content writer and community builder for creative and ethical companies. She often writes case studies, help documentation and articles about customer support. Her writing has helped businesses to attract curious audiences and transform them into loyal advocates. You can find more of her work at https://awaywithwords.co.
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How to Use Assignments in Microsoft Teams: Quick 12-Minute Tutorial for Teachers
Sara Wanasek
Using Microsoft Teams in the classroom gained popularity during the pandemic. However, it can, and is, being used in both online and physical classrooms today. As a learning management tool, Teams works seamlessly with other Microsoft products like Word, Excel, and PowerPoint which are classic favorites for students and teachers alike.
This multi-functional tool allows you to stay in touch with your students not only through video calls, but with chats, files, and assignments in Microsoft Teams. Teams can seem daunting when you first begin to use it, but it really is quite simple and easy to use. To make it seem less intimidating, we have broken down and explained some main features of Teams separately. Here are links to our other guides on features of Microsoft Teams:
- Microsoft Teams for Online Teaching – A Guide for Teachers
- Using Breakout Rooms in Microsoft Teams
- Assignments in Teams
- Class Notebook in Microsoft Teams
- 15 of the Best Teams Tips and Tricks .
Below is a quick, everything-you-need-to-know guide on assignments in Microsoft Teams. Let’s get started!
Create an Assignment in Microsoft Teams
To begin creating assignments in Microsoft Teams, you first need to be sure of two things:
- You are logged in with a Microsoft EDU account
- The Team you have created is a Class Team type
If both of those things are complete you will be able to see the Assignments tab on the side ribbon and on the top ribbon in the General channel. If you need help getting to know the interface and basics of Teams, check out our Teams Guide for Teachers.
Start a New Assignment
Now, to create your assignment, click on the Assignments tab from the top ribbon under your General Channel. Click Create , and then Assignment , to begin your first assignment. You can explore creating a quiz with the help of Microsoft Forms and creating an assignment based on a pre-existing assignment another time.
Add Assignment Details
In your new assignment, add a title and a description to let your students know what to do to complete the assignment.
If you prefer to attach the instructions as a document, or have supporting materials to the assignment, you can attach them under the Add Resources link. Teams allows you to attach files in many different ways: through your OneDrive, ClassNoteBook, from a link, by creating a new file, or from uploading a document from your computer.
When you attach a resource, you have the option to allow students to edit it or not. By default, they cannot edit; however, if you prefer to change this, just click on the three dots at the end of the resource and click, Students edit their own copy. Now, when students edit this file, a new copy will be made for them, and it is automatically attached to this assignment for an easy turn-in.
Set Points and a Rubric
To easily grade this assignment in Teams, assign the number of points it is worth, or add a rubric . Similar to creating assignments, you can use a pre-existing rubric, upload one, or create a new one.
Creating a new rubric is very customizable so you are able to add all the information your students need to complete the assignment. Just add a title , and a description , then fill in the rest of the rubric. If you need more categories , just click the plus button at the end of the columns, or after the bottom row. In addition, you can assign points to each category of the rubric.
Choose Students to Assign the Work to
The next step in creating an assignment is to assign it to your students. You can assign it to all of them, or a certain student(s) for more individualized work. Just click Assign to All, or go through the list and click the students you would like to assign this to.
Give a Due Date & Close Date
In Teams, there are two different categories of dates for when the assignment is due.
Due Date: This is when the assignment is due, however, students are still able to turn in the assignment late, after the due date has passed.
Close Date: This is when the assignment closes and no more submissions are allowed.
To set both of these, and schedule this assignment for the future, click Edit under the Due Date section. To set a Close Date , click the checkbox on the side and set the date.
When all of your setups are complete, back at the top of the page, click assign, or save for later if it still needs a bit more work.
How Students Can Turn in Assignments
After you assign an assignment, students will receive a notification. They are able to view the assignment in the General Channel or on the Assignment tabs.
The student’s view of the assignment is very similar to the teacher’s view. They will see the Due Date and Close Date, the instructions, any files you have attached, and a rubric if there is one.
Students can begin their assignments right away in Teams if you have attached a document for them to work on. In the example below, students would be using PowerPoint on their desktops simultaneously with ClassPoint to make their presentations more interactive. As they work, their changes will be saved automatically. If you don’t have a document attached, students can upload and attach their work instead.
When they have completed their work, they just need to click Turn In. They will see a fun animation appear indicating the turn-in is successful.
How to Grade Assignments
Once students have turned in their work, you will receive a notification. Now, you can easily look over and grade their work. Click into an assignment to view how many students have turned in their work, how many need grading, and how many you have already graded.
To grade an assignment, click on the Turned in status. Here, you are able to view their work alongside a tab for you to give them feedback. If you have a rubric , it will open for you to assign the points for each category. Scrolling down, you can leave feedback to let them know what they excelled at and what needs more work.
When the grading is completed, you can return it to the student. They can view your feedback, make changes, and turn it in again if necessary.
To easily jump between students for a continuous grading experience, click the arrows on the side of the student’s name, or click on the student’s name for a drop-down menu of your other students.
Export Grade Data
In Teams, it is really easy to export data, especially for assignments. You can export data for certain assignments, in addition to exporting all assignments and student grade data. This can be done from the Grades pivot on the top toolbar. You will see a complete list of your students, and of each assignment on this tab that you have assigned throughout the year.
Frequently Asked Questions
And that completes this tutorial on Assignments in Microsoft Teams! There is plenty you can do with this feature on Teams to make it suitable for your students and classroom. Enjoy using it to its fullest potential.
We have put together some frequently asked questions in case you still have some lingering questions before you get started!
What if I don’t see the Assignments tab?
If you don’t see the Assignment tab on the top ribbon in your General channel, or on the side ribbon, you are not logged in with a Microsoft EDU account. Create your own, or get in touch with your IT department for your login.
What is the difference between the Due Date and the Close Date?
Students can still turn in Assignments after the Due Date has passed, but once the Close Date has passed, no more submissions are allowed.
If I return the assignment to my student does that mean I want them to redo it?
Not necessarily. You can return all assignments to the students so that they can see your feedback. If you want a student to redo the assignment, you should let them know in your feedback.
Can I attach a PDF for my students to edit to the assignment?
You can do this through your Class Notebook! Insert the PDF to a Class Notebook page and set it as the background. Then, you can assign this page to your students.
Watch this for a visual guide on how to insert a PDF to a Class Notebook page.
Can I assign an assignment to a certain channel?
Unfortunately, no. You can only assign to the General Channel, which is all your students, or assign to individual students when setting up the assignment.
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Organize classwork with four new Assignments features from Teams
September 09, 2021.
By Microsoft Education Team
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Whether you’re preparing for a new school year or are already in the thick of one, there is no better time than now to recommit to classroom organization with the help of Microsoft Teams. Assignments in Teams has just what the educator ordered—simplified ways to streamline, distribute, manage, and access assignments for classes this year and beyond.
Here are some of the latest and greatest features Assignments has to offer:
1. Filter assignments by class
Sometimes keeping track of assignments can almost feel like a greater task than reviewing them. Educators can now rest easy and stay organized by filtering student assignments by the classes they teach for a convenient and visual list view.
2. Return an assignment for student revision
Assignments are sometimes a work in progress, requiring ongoing updates, reviews, and edits. After reviewing an assignment, educators can now return the assignment for revision . The returned assignment will appear in the student’s “active work” list, where they can then turn the work in after making edits. To return an assignment, educators just need to select Return for revision .
3. Assign group work
Collaborative learning just got easier with the new group assignment feature. Educators can give projects to a team of students and have them collaborate on, and submit, one piece of work for their whole group. Once the assignment has been submitted, educators can choose to submit comments and grades to individual students, or the entire group.
4. Manage assignments on a mobile device
Learning can happen from anywhere, and many educators and students rely on a mobile device to check and work on assignments. For their convenience, an upgraded version of Assignments with simplified navigation is now available on Android and iOS mobile devices and tablet devices.
When you’re ready to take advantage of these new features, don’t forget to also sprinkle in some fun and use the latest emojis in Microsoft Teams! With more than 800 emojis that are customizable (including by skin tone now), your students can freely express themselves, feel represented, and bring their full personalities to the classroom. Download Teams today to get started for free.
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Project Team Assignments
There are two different techniques you can use when you are making project team assignments. The easiest way to assign work to your project team members is to give them activities to complete, like items on a “To Do” list. That technique doesn’t take much thinking and the assignment is usually a little vague. The more effective technique is to make the team members accountable for producing a specific deliverable. Each deliverable must have a measurable outcome. This technique takes a lot of thinking because you must specify exactly what you want the team member to produce and how you will measure it. Deliverables are always better assignments than a list of To Do’s. That’s because the team member will understand exactly what you expect of them before they start work. People perform at a higher level when they are accountable for deliverables and that is the key to consistent project success. Let’s discuss how to define and assign deliverables. Leading Teams Main Page
There are several components when you assign a deliverable to a team member. You need an estimate of the amount of work the deliverable will take. You also need to identify the risks in producing the deliverable. A team member often needs to receive work products from others to be able to produce their deliverable. All that information should be stated in a work package. The work package is a one-page document that gives clear assignments to team members. It also lets team members participate in defining the approach to the task and estimating the amount of work it will take. But let’s get back to the key element, the performance expectation.
Project Team Assignments: Deliverables versus Activities
There is a clear distinction between project team assignments that are activities and those that are deliverables. Activities are “To Do’s” like “teach the payroll system training class.” Deliverables are end results like, “After the payroll class, 85% of the attendees can enter 30 pay changes per hour.” After receiving each of these assignments, a team member can teach a payroll class. But the content will be different with the deliverable assignment because the trainer is not just conducting a class. They have a measured result they are accountable for delivering. Project managers who design team member assignments as deliverables have significant advantages over those who use activities. Before listing these advantages, let’s make sure you’re clear about the differences between team assignments with activities and those with deliverables. Effective Feedback
Project Team Assignments Example #1: Assignment to a Teenager
The Activity: “ Clean up your room.”
The Deliverable: “Put all the empty Pepsi cans and candy wrappers in the garbage can.”
With the activity assignment, the parent have only told the teenager to perform an action. They have not defined the expected outcome. The teenager has to guess what the parent wants. There can be many interpretations of what the “Clean up your room” activity involves. So it is likely that the parent won’t get the end result they’re looking for. The key flaw in this (and any) activity assignment is that there is no clear performance expectation. There is no performance standard to measure the teenager’s actions against. There is only a vague idea of what a “clean room” looks like. As a result, the parent can’t gain the teenager’s commitment to the assignment. And they can’t reasonably deliver consequences for the teen’s good or bad performance. Team building
With the deliverable of “All the empty Pepsi cans and candy wrappers in the garbage can,” the teenager has the potential for better performance and commitment. The expectation is clear and it is possible to get the teen to commit to it. If there are still empty cans and candy wrappers on the floor after the teen says they’re done, they will have to agree that the standard wasn’t met. On the other hand, if they also put their textbooks and computer on the desk, the parent must agree that the teen exceeded the standard. In this example of a deliverable, any rewards and punishments have a better chance of being seen as fair because the standard was clear.
Project Team Assignments Example #2: Assignment to a Team Member
The Activity: “Develop recommendations to reduce turnover.”
The Deliverable: “Get management committee’s approval of policy changes that will cut turnover by 10%.”
With the activity assignment of “Develop recommendations to reduce turnover.”, the project manager must continuously check the team member’s work to guide them. That’s because the team member cannot have a clear idea of what the PM wants. (It’s also possible the PM doesn’t know what the assignment should achieve.) The team member doesn’t know whether to develop 200 recommendations to eliminate all turnover or just a few to bring it down a little. This leads to a game of “Did I get the right answer?” each time the team member thinks they are done. The team member does some work and brings their recommendations to the PM asking, “Is this what you wanted?” The answer to this question is usually “No.” Then the PM blames the team member, saying, “You didn’t understand the assignment.” So the team member goes back to the drawing board, frustrated and irritated.
These problems are solved with the deliverable assignment of “Get management committee’s approval of policy changes that will cut turnover by 10%.” The project team member knows what’s the PM expects them to deliver and doesn’t have to guess. The PM has a better opportunity to gain the team member’s commitment and positive or negative consequences will be clear and fair. Additionally, the team member can get a sense of satisfaction from meeting the expectation.
So why do PMs assign team members activities rather than deliverables? The answer is because it’s much easier and safer than assigning achievements . There are two reasons for this. First, by assigning activities, the PM doesn’t have to think through the situation and commit to exactly what he/she wants. They have some wiggle room to change their mind on what they want. Second, it is difficult for the PM to make a mistake when assigning activities. Only the person doing the work can be wrong. Weak PMs always use activity assignments because it’s safe for them and always leaves them wiggle room.
Now let’s look at some more good and bad assignment examples. The bad ones are more entertaining so we’ll start with them.
Project Team Assignments Example #3: Counting the Wrong Thing
Here are a few examples of counting the wrong thing on a customer service improvement project. The project scope is defined as “Provide World Class Customer Service that Delights the Customer.”
- A PM measures the engineers’ performance by the number of lines of code each one writes. The engineer with the highest total gets a lunch with the CEO.
- A PM measures the trainers’ performance by the ratings that class attendees give each trainer. The trainer with the highest rating receives a certificate of appreciation.
- A PM measures the performance of customer service reps by counting the number of interviews each person conducts with customer service managers. The team member with the most interviews gets publicly recognized at a status meeting.
What performance will the PM get from project team assignments like these? In the first example, the engineers will write a lot of lines of code. Some of it may benefit the customer service division but a lot will not. In the second example, the training class attendees will have a fun time and give the trainer a high rating. But they won’t learn much. In the third example, the team members will conduct a lot of interviews. But much of the information will be gathered in a hurried manner and may be useless.
The project managers in these examples counted the activities being performed and got the results they deserved. These activities produced high volumes of whatever the PM was counting, even if it contributed little value to the project. The PMs probably didn’t know what business value the project needed to deliver. So they created assignments that were activities they could identify without much thought.
Project Team Assignments Example #4: Counting Only Dates
Another form of counting the wrong thing occurs when the project due date or duration is the only measurable result. The due date usually comes from an executive. It doesn’t consider the amount of work required or the availability of the people to do it. Next the project manager picks the due date of each assignment to support the entire project’s due date. In this situation, the team members have no commitment to their assignments’ dates because they were forced upon them. They often recognize that the dates are impossible even before work starts.
At each status meeting the PM asks, “Are you on track to hit your due dates? You committed to them.” Most team members give the PM an optimistic thumbs up. Then one day a truthful person says, “No, that date is impossible. There is no way I can hit it.” The PM gets angry and from them on, everyone is afraid to tell the truth about their assignment. So they report they are on target to meet their dates. They don’t mention that they’re counting on miracles to do so. When the due date draws near, the team members slap together whatever they can and turn it in. It’s poor quality work, but at least it’s on time. The organization then spends months and thousands of dollars to fix the failed project.
Project sponsors drive much of this “due date behavior” when all they focus on is the due dates of the entire project and the team assignments. I don’t mean to imply that the dates are not important; they are. But delivering junk by the due date does not make the project a success. Unfortunately, most project sponsors are used to to having only dates for tracking the project’s progress. Too many project managers don’t report anything else that is measurable. Everything else they report is vague, subjective statements. So it’s not surprising that sponsors like dates because they are objectively measurable and unambiguous.
What project managers need to do is to count the right things. They need to count the end result (the business value) the project produces, the date, the cost and the risk. These techniques take a more time but they yield enormous benefits. Let’s see how you do that.
Project Team Assignments: Assignment Deliverable Hierarchy
To be a successful project manager, you must work with the sponsor to define measured deliverables for the project scope. Then you define the major deliverables that lead to it. This includes the acceptance criteria the sponsor will use to measure the project’s success. Let’s use the customer service project example again. This time the scope definition the sponsor sets is “Complete 95% of customer phone calls within 3 minutes
with less than 3% calling back about the same problem.” This is a clear measured outcome. Then you break it down into smaller achievements that support the scope.
As you break down the scope into its IT system deliverables, you come to the GUI (screen display) that an engineer has to develop for the customer service reps to use. That measured achievement could be “Customer service reps see 6 months of customer history within 4 seconds of entering the customer’s name or number.” Please note that this achievement is measured in the users’ business point of view. It is not measured in the IT system engineering department’s business point of view. This is much more supportive of the project’s scope than lines of code (like the PM used in the earlier example).
The trainer has a different achievement, too. Their assignment could be “80% of the class attendees can answer the top 20 customer questions in 120 seconds or less using the new GUI.” Again, what you are counting is more relevant to the project’s scope than whether the attendees enjoyed the class and the trainer.
The team members interviewing the customer service managers could have a measured business outcome like, “Managers reach consensus on the ten most important customer service problems.” This is much more supportive of the project’s scope than counting the number of interviews conducted.
That sounds pretty straightforward but it takes time, thought and planning to create this assignment deliverable hierarchy. You must think about what to count and measure. They must be relevant to achieving the project’s scope. Performance expectations must be clear to the team members before they start work. So you must define team members’ assignments in measureable terms. That encourages their commitment and makes estimating and tracking much more precise. It also lets you spot problems early, when you have a chance to fix them. It plays an important role in managing projects that deliver successful results. When you assign a project team member a deliverable, it is easier to clarify your expectations, gain their commitment and give them rewards that are based on performance. All the techniques in this article are part of our private, training courses and certifications delivered over the Internet or as in-person seminars for organizations.
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- The Art of Project Management
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- The Complete Guide to Project Management
- Project Management: A Practical Guide
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How to Assign Tasks and Responsibilities to Team Members
As a manager or team leader, it’s important to effectively assign tasks and responsibilities to team members in order to ensure that work is completed efficiently and effectively.
This can be a challenging task, especially if you have a large team, are working on a complex project, or are leading a team with no experience .
In this blog post, we will provide tips and best practices for assigning tasks and responsibilities to team members in a way that helps your team succeed.
We’ll cover topics such as setting clear expectations, delegating tasks appropriately, and providing support to team members as they complete their work.
By following these guidelines, you can create a productive and collaborative work environment that helps your team achieve its goals.
Setting Clear Expectations
One of the key elements of effective task assignments is setting clear expectations for team members.
This includes outlining the specific tasks that need to be completed, as well as any deadlines or goals that need to be met. It’s also important to communicate the purpose of the tasks and how they fit into the overall goals of the project or organization.
This helps team members understand the context of their work and why it’s important.
To set clear expectations, it’s a good idea to create a written document or task list that outlines the specific responsibilities of each team member.
This can be a simple spreadsheet or project management tool, or a more detailed project plan. Make sure to include details such as the task description, any necessary resources or tools, and any deadlines or milestones.
It’s also a good idea to discuss the task assignments with team members individually, to ensure that they understand their responsibilities and have any questions answered.
By setting clear expectations, you can help team members stay organized and focused as they complete their work.
Delegating Tasks Appropriately
Effective task assignment also involves delegating tasks to the right team members.
This means considering the skills, experience, and workload of each team member, and assigning tasks that are appropriate for their abilities and capacity. Delegating tasks appropriately helps to ensure that work is completed efficiently and effectively, and helps to avoid overloading any one team member or causing delays due to a lack of resources.
To delegate tasks appropriately, it’s important to have a good understanding of the strengths and weaknesses of each team member. This may involve reviewing their previous work or having candid conversations about their interests and capabilities.
It’s also important to consider the workload of each team member and ensure that they are not taking on more work than they can handle.
Another key aspect of effective task assignments is empowering team members to take ownership of their work . This means giving them the autonomy to complete tasks in their own way, within the parameters set by the project plan or task list.
Empowering team members to take ownership of their work can help to foster a sense of ownership and responsibility, and can lead to higher quality work and greater job satisfaction.
Providing Support to Team Members
Effective task assignment also involves providing support to team members as they complete their work.
This includes making sure that team members have the necessary resources and tools to complete their tasks, as well as offering guidance and assistance when needed. Providing support helps to ensure that team members are able to complete their work efficiently and effectively, and can also help to foster a sense of teamwork and collaboration within the team.
There are several ways that you can provide support to team members as they complete their work. This may include offering training or development opportunities, providing access to necessary resources or tools, and offering feedback and guidance as needed.
It’s also important to be available to team members if they have questions or need assistance with their tasks. By providing support and assistance, you can help team members to feel more confident and capable as they complete their work.
In conclusion, effective task assignment is an important element of managing a team or project. By setting clear expectations, delegating tasks appropriately, and providing support to team members, you can create a productive and collaborative work environment that helps your team succeed.
Communicating Task Assignments and Updates
Effective task assignment also involves effective communication with team members.
This includes not only clearly outlining the tasks and responsibilities that need to be completed, but also keeping team members informed of any updates or changes to the tasks or project plan. This can help to ensure that team members are aware of their responsibilities and are able to stay on track with their work.
There are several ways that you can communicate task assignments and updates to team members. This may include using a project management tool or task list to keep track of assignments and deadlines, as well as regularly holding meetings or check-ins to discuss progress and address any issues that may arise.
It’s also important to be available to team members if they have questions or need clarification on their tasks.
Effective communication is key to ensuring that team members are able to complete their work efficiently and effectively.
By keeping team members informed and providing clear guidance, you can help to ensure that work is completed on time and to the required standards.
Assessing and Adjusting Task Assignments
Effective task assignment also involves ongoing assessment and adjustment of task assignments as needed. This means regularly reviewing the progress of team members and the overall project, and making adjustments to tasks or responsibilities as needed to ensure that work is completed efficiently and effectively.
To assess and adjust task assignments, it’s important to regularly check in with team members and review their progress.
This may involve holding meetings or check-ins, as well as reviewing any project management tools or task lists that you are using to track progress. If you notice that a team member is struggling with their tasks or is unable to complete them on time, it may be necessary to adjust their assignments or provide additional support.
Similarly, if you notice that a team member has extra capacity or is particularly skilled in a certain area, you may want to consider reassigning tasks or increasing their responsibilities.
By regularly assessing and adjusting task assignments, you can ensure that work is completed efficiently and effectively, and that team members are able to make the most of their skills and abilities.
Encouraging Team Input and Feedback
Effective task assignment also involves encouraging team input and feedback.
This means soliciting ideas and suggestions from team members and actively listening to their concerns or issues related to their tasks or the project as a whole. Encouraging team input and feedback can help to foster a sense of ownership and engagement among team members, and can also lead to better decision-making and problem-solving.
There are several ways that you can encourage team input and feedback. This may include holding regular team meetings or check-ins, as well as setting aside time for open discussion and brainstorming sessions.
It’s also a good idea to create a culture of open and honest communication within your team, where team members feel comfortable speaking up and sharing their ideas or concerns.
By encouraging team input and feedback, you can create a more collaborative and inclusive work environment that helps your team succeed.
Providing Recognition and Rewards
Effective task assignment also involves providing recognition and rewards to team members who excel in their work. This can help to motivate team members and encourage them to continue performing at a high level, as well as foster a positive work culture.
There are many ways that you can provide recognition and rewards to team members. This may include offering verbal praise or written feedback, as well as more tangible rewards such as gift cards, paid time off, or additional responsibilities.
It’s important to consider the preferences and motivations of individual team members when deciding on recognition and rewards, as different people may respond differently to different forms of recognition.
By providing recognition and rewards to team members who excel in their work, you can show appreciation for their efforts and help to motivate and inspire them to continue performing at a high level.
Wrapping Up
Effective task assignment is an important element of managing a team or project.
It involves setting clear expectations for team members, delegating tasks appropriately, and providing support and assistance as needed.
Effective task assignment also involves ongoing communication and assessment, as well as encouraging team input and feedback and providing recognition and rewards for excellent performance.
By following these guidelines, you can create a productive and collaborative work environment that helps your team succeed.
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How to Create a Team Charter (Example & Template Included)
Just as a project has a charter to define its scope, so too must your team have a charter to put their work in context. Teams need to know the who, what, why, when and how of the project, and a team charter is the perfect way to feed them that information.
Once you get buy-in from the team and they know where they stand and how to maneuver through the project, you’re on the road to success. Let’s explore how to put a team charter together.
What Is a Team Charter?
A team charter is a project document that outlines why the team has been brought into the project, what the team is being tasked to accomplish and the resources and constraints in which the team will be working.
The team charter is often created in a group setting, which gives the team direction and boundaries in a transparent environment. This collective development gets buy-in from the team and ensures everyone understands their part in the project.
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Team Charter Template
Use this free Team Charter Template for Word to manage your projects better.
What Is the Purpose of a Project Team Charter?
A team charter is a document that defines the overall objectives of the project team . It’s important as it guides the team throughout the life cycle of a project. When assembling a new team, the project team charter is helpful to quickly bring them up to speed.
Whether the team is new or already established, the project team charter is useful in that it clearly outlines the goals, assets and obstacles of the project. A new team gets the basics while a team that’s been working on the project for a long time gets a refresher.
When Should You Use a Team Charter Document?
The team charter should be updated whenever the project plan has changed in a way that’ll impact the original guidelines. For example, if the project’s scope changes because of a change request, that information needs to be related.
Another reason to update your team charter is if a new team member is brought on board. At this point, the details of the team charter might remain very similar, but the process of developing it with the new team member would require revisiting it with them. This is also true when a team member is exiting the team. The team charter needs to be reviewed and revised to note the team member’s contributions. Even if they’re leaving the organization, the team charter can be changed to make this transition smoother.
Who Writes the Team Charter Document?
A project team charter is created by the project manager based on insights from everyone on the project team such as the project sponsor , team members and stakeholders. It’s a collaborative effort to make certain all are clearly aware of its content. This helps get buy-in for the project, whereas if the team charter was made by management and presented to the team, it’d be less impactful.
The participation of everyone on the team is so important that when the team charter is completed, everyone signs off on it. While this might seem unnecessary, it symbolizes the shared commitment to the project and its objectives and makes the team better understand their roles and responsibilities.
Why Is a Team Charter Important?
There are two main reasons for the team charter. First, it clearly outlines the project objectives and how the team is responsible for tasks that lead to the final deliverable. Second, it informs outside project members of what the team is and isn’t responsible for.
Another benefit of using a team charter is that it creates transparency in the team, which leads to more accountability and better team management . It gives the team the structure to build agreement on how they wish to operate within the project and how they make decisions. This is done by defining the frequency of meetings and other logistics.
The team charter removes roadblocks and sets a course for the team to work together more effectively while staying aligned with the project’s overall goals. One way it does this is by clearly defining each team member’s role and responsibilities in the project and their level of authority in any particular project aspect. It also sets what resources they can request.
Team Charter Example
The team charter is developed with the team as it’s being formed. To make sure you have covered all the bases, it’s not a bad idea to use a team charter template. ProjectManager has dozens of free project management templates, including the team charter, shown below.
As you can see, each section is laid out in a customizable box that gives you the ability to expand. Of course, supporting documentation can always be attached, but the template itself will have the overview, hitting all the main points and ending with a signature page.
Our team charter template has all critical fields you need to include. Every team member should have not only participated in the development and discussion of the team charter but have a copy for themselves to reference whenever needed.
Team Charter vs. Project Charter
There are other charters made over the course of a project. We’ve discussed the project team charter, but how does it compare to the project charter? Just by the name alone, it’s easy to distinguish one from the other, as one is about the team and the other is about the larger project .
Where the team charter defines the teams, their roles and responsibilities and how they’ll collaborate on one or more projects, the project charter lists the requirements of only one project. It’s also more wide-ranging, describing the whole project in brief and used in the planning process to define the goals and benefits of the project.
Team Charter vs. Organizational Charter
Another charter found in project management documentation is the organizational charter . This, too, serves a different purpose than the project team charter. The organizational charter is broader than the team charter and even broader than the project charter.
The organizational charter deals with the entire organization, defining its overall mission, objectives and even values. It goes into specifics, too, such as the role of its stakeholders, financial obligations and what resources are required for it to do what it wants to do.
How to Create a Team Charter
A team charter is made up of several sections which directly relate to the team’s involvement in the project. While team charters can change depending on the project, they all tend to share the elements outlined below.
1. Describe Your Project Background
The first thing to do is lay the groundwork for the project; summarize what it’s about and why it’s being initiated . This allows the team to see how they fit in the overall project, as well as identify the stakeholders who are invested in the project’s success.
2. Define Project Mission and Objectives
The mission statement defines the background section further by defining what success looks like in the project, so the team knows what they’re aiming for each time they take on a new task. Expanding again to the big picture, the benefits and business driving the project are explained.
3. Estimate What Project Resources Will Be Needed
The project funding is defined in this section, including what resources are earmarked. Team members may be curious if there’s any training offered, so the team leader will say whether training is included. Finally, in terms of finance, the management who supports the team is identified so they can be contacted with any questions related to costs.
As the project unfolds, it’s critical to track your budget and expenses. With ProjectManager , you get access to planning and tracking tools that keep your finances under control. Build a plan that includes costs, estimates and labor rates, then track everything on our real-time dashboard. Try ProjectManager today for free.
4. Define Roles and Responsibilities for the Project Team
Everybody on the team needs to know their role and responsibility to not get in each other’s way. Here, list their skill sets and expertise, as well as who has authority over whom.
5. Describe the Team Operations
For a team to work effectively, its operational structure must be outlined. If a new team member enters the project, their pathway must be defined, as well as an exit strategy for those who might be leaving the team. All operating rules, relationships, etc. are explored and clarified.
6. Outline the Project Scope
The project scope is outlined in this part of the team charter, as well as how the team members will participate in the project scope.
7. Establish Performance Assessment Guidelines
Throughout the project, team members will be assessed on their performance and progress. This needs to be explained upfront, including how these metrics will be measured, who will be assessing them and when.
8. Describe the Project Activities and Milestones
This is where the tasks that make up the project are listed, along with the milestones. With these, the team has a better sense of the work ahead of them.
9. Set a Guide to Communication
Team communication, both between themselves and with their manager or team leader, is outlined in this section. The method of communication will be decided on, as well as how often the teams will meet and the frequency of their status reports.
10. Add Signatures
Finally, once the team charter has been fully discussed and everyone on the team is on board, each will sign and date the document. This shows that they understand their role, responsibility, the scope of the project and how they’re involved.
Team Charter Tips
The best way to make a team charter is with the team. They need to know the ins and outs of the project and should be part of the team charter’s development. Even though they won’t know the details, their input is essential.
While you don’t want to get lost in the weeds, the team charter should be thorough and fully explain the team’s purpose, the measurable goals they’ll be assessed by and the operating guidelines for the team during project execution.
That said, the document should be digestible, with specific and measurable goals that everyone on the team can live with. It should be achievable and result in the success of the project as planned. You might want to include a code of conduct and a plan to resolve any conflicts, which creates a work environment where everyone feels safe and valued. This usually results in greater morale and productivity.
When to Update a Team Charter
The team charter should be updated whenever the project plan has changed in a way that’ll impact the original guidelines. For example, if the project’s scope changes because of a change request, that information needs to be relayed.
Another reason to update your team charter is if a new team member is brought on board. At this point, the details of the team charter might remain basically the same, but the process of developing it with the new team member would require revisiting it with them. This is also true when a team member is exiting the team. The team charter needs to be reviewed and revised to get that team member’s contribution noted. Even if they’re leaving the organization, the team charter can be changed to make this transition smoother.
How ProjectManager Helps With Team Management
ProjectManager is award-winning project management software that organizes teams and fosters collaborative work. Our tool not only empowers teams to work better together, but it also gives managers transparency into that process to support them through better planning, scheduling and allocation of resources.
Not everyone works the same, so we give teams multiple project views so they can work how they want. There are dynamic task lists, a calendar view and kanban boards to visualize workflow and allow teams to manage their backlog and plan sprints together.
Plan With Gantt Charts
Managers have features to monitor their team’s work and schedule tasks and resources. The Gantt chart view allows managers to link task dependencies to avoid bottlenecks that decrease team productivity. They can set milestones and edit the Gantt by dragging and dropping tasks to their new deadline.
Balance Resources With Workload Calendars
Keeping teams working to capacity without burning them out is critical. Resource management features let managers track their team’s hours, availability and related costs. Use the team page to get an overview of their work and the workload page to keep their workload balanced.
ProjectManager is online software with real-time data that lets teams work together wherever they are. Managers get more accurate and timely information that informs their decision-making as they plan, monitor and report on the project. Try it today by taking this free 30-day trial.
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- Leadership |
- How to delegate effectively: 10 tips fo ...
How to delegate effectively: 10 tips for managers
Delegating is when you reassign work to other team members because it’s more relevant to their workstreams and priorities. If you’re getting started with team or project management, it can be intimidating to delegate work. It’s okay if you don’t know exactly what or how to delegate. In this article, we’ll walk you through when to delegate, and give you 10 tips to help you delegate work effectively.
Sometimes, the most valuable thing you can do as a manager is to delegate work. Not only does delegating work give you more time to focus on high-impact tasks, it also gives your team members a chance to get involved in interesting projects.
But knowing what—and how—to delegate can be daunting for new managers. Delegating is a leadership skill you can develop over time. In this article, we’ll walk you through 10 tips to help you become a better delegator.
What is delegation?
Delegation is the act of redirecting tasks and initiatives to other team members. You might delegate work to distribute responsibility more evenly, or because the task or initiative is more relevant to another team member’s priorities, skills, or interests.
Knowing when and how to delegate makes you a better manager. Not only does delegating help you get your high-impact work done, but it also gives team members an opportunity to get involved in interesting projects. Effective delegation builds team skills and allows team members to develop new strengths.
Why is delegation important?
Delegating work is important for two main reasons: maximizing personal productivity and showing your team that you trust them with important work. The whole is more powerful than the individual—with effective delegation, you can accomplish more together as a team than you can alone.
Knowing when to delegate responsibility to other team members is a great way to become a more effective leader. This important management skill offers key development opportunities for your team members. Depending on the type of tasks you delegate, delegation can help you build new team skill sets and monitor progress towards professional development plans .
What stops people from delegating tasks
It can be difficult to know what to delegate, especially if you’re a first-time manager . Some people struggle to delegate because they:
Worry that it’ll take more time to explain how to do the work than to do it themselves
Don’t understand the priority of the work
Want to work on interesting projects themselves
Feel guilty about assigning more work to other people
Aren’t sure who else can do this work
Want to feel important to their team
When to delegate work
There isn’t just one straightforward scenario for when you should delegate work. But in general, ask yourself a few questions in order to determine if this work is beneficial to delegate.
Questions to ask before delegating tasks:
Is this work more aligned with another team member’s priorities?
Is there someone else who has the information and context to do this work?
Is this work an opportunity for someone else to grow and develop their skills?
Will this work recur in the future?
Do I have time to effectively delegate this work, including training the other person, answering their questions, and reviewing their work?
Is this something I should personally work on (because it’s high-impact or business critical)?
Would failure impact the success of the project?
Do we have time to re-do the work if necessary?
You don’t need to answer “yes” to all of these questions in order to delegate work. But asking yourself these questions before delegating work helps you identify the best work to delegate.
10 tips to delegate work
Learning to delegate work makes you a better manager and allows your team members to get involved in exciting projects. Try these 10 tips to get started with the delegation process:
1. Identify work to delegate
Not everything can be delegated. Some work is strategic or business critical, and would benefit from your personal attention. Before you begin delegating work, evaluate the importance of the work and the implications of delegating it.
That isn’t to say you can’t delegate important tasks. If there’s another team member with the context, experience, or skill set to do this work effectively, delegating it might be a good option. But keep in mind that achieving a good end result is still your responsibility.
Good work to delegate includes:
Work that will recur in the future: If you have a recurring task, it’s often worth delegating it to someone else who has the time and energy to do the job well.
Work that aligns with team member’s interests: If a team member has expressed interest in developing a new skill or honing an existing one, see if there’s any work you can delegate to them to help them build those skills.
Work that connects to team member’s goals: One of the best ways to delegate is to assign work that connects to a team member’s professional goals.
2. Practice letting go
Delegating can be difficult for first-time managers and leaders because you’re putting important work into someone else’s hands. You probably feel connected to your work and responsible for it getting done well.
Learning to delegate is a critical skill, but you also shouldn’t be uncomfortable every time you delegate. So instead, practice handing off small types of work at first, before building up to bigger projects. Be patient—both with yourself and your team members. It will take time to build your delegation skills. In the same vein, team members may take longer to get this work done than you would. But by delegating work, you’re giving team members the opportunity to develop their skills over time and also taking one more thing off your plate.
3. Clarify priorities
Understanding the priority—and difficulty—of tasks makes it easier for you to delegate. If something is high priority, it needs to get done soon—either by you or by someone else. Depending on the type of work, you can then make the decision to do it yourself or to delegate.
The best way to clarify priorities is to connect work to team and company goals. When you and your team have clarity on why your work matters, it’s easier to effectively prioritize and get high-impact work done. If you haven’t already, do this by putting all of your team’s work into a shared source of truth, like a project management tool. That way, everyone has direct visibility into who’s doing what by when and why.
4. Understand each team member’s strengths
Part of delegating is making sure the person you’re handing work off to is set up for success. Effective delegation has two elements: delegating work to team members who have skills in that area, and giving team members opportunities to develop new skills.
To do this, make sure you clearly understand each team member’s strengths—as well as their interests. Take some time during your next 1:1 meeting to ask them what skills they currently have that they want to develop further, as well as what skills they want to develop that they don’t currently have.
5. Provide context and guidance
When you hand off work, make sure the person taking on the task is set up for success. This includes:
Guidance on how to get the work done
The due date for the delegated task
Context, documents, and details about the work
Tools required to get the job done
The priority, goals, and expectations of the work
The desired outcome
Any related work
Keep in mind that this work might be easy for you to do, but it might be totally new to the person you’re delegating the work to. Take some time to walk them through the assignment and answer any questions they have before they get started to ensure they’re set up for success.
6. Invest in training
There may be work that no one on your team can do but you. Some managers think that means they can’t delegate the work. But depending on your priorities, it’s often better to train team members how to do the work so they can tackle those assignments moving forward.
Training takes time—so it’s tempting to just do it yourself. But think of training as an investment in your team members and your own workload. Over time, you’ll recoup the time you spent training since the person will be able to do work. Delegating time-consuming tasks is a great way to build your own time management skills , while also giving team members new opportunities.
Part of training someone else how to do the work is to give them space to solve problems instead of immediately providing a solution. If the team member doing the work does hit a roadblock, ask questions to prompt how they think they can overcome the roadblock. Instead of providing solutions, try asking the other person for suggestions in order to help them build their own decision-making skills and guide them towards the right answer.
7. Prioritize communication and feedback
Delegating work is a really good opportunity for two-way feedback and communication . Make sure the person you’ve delegated work to has a way to contact you with any questions, and set up a regular check in, like a 1:1 meeting, where you can review things in more detail.
Provide feedback on their work for any future tasks you send their way. Also, ask for feedback from them—did you give them enough information to succeed? Were there any open questions that would have made getting the work done easier? Keep in mind that delegation is a long-term skill you’re beginning to build, so soliciting feedback helps set you up for long-term success.
8. Focus on results
When you delegate work, the goal isn’t to have the team member do the work exactly like you would have done it. It’s okay if someone does something differently than you if they achieve the desired results.
As you delegate and coach team members through work, avoid spending too much time explaining how things should be done. Instead, focus on the end goal, and give the team member the space to come up with their own process for doing the work. This gives them the space to develop their own skills, and also demonstrates that you trust them with the responsibility of figuring out how to do the work.
9. Trust but verify
Once you’ve delegated work, try to take a step back and give the team member the space they need to do the work. Check in with them periodically to make sure they don’t need any additional support, while also being hands-off enough to show your team that you trust them.
Ultimately, however, you’re responsible for the success of the work. If it’s your first time delegating this type of work, implement a review cycle or follow-up period to review the work that was done, and nudge it in the right direction if necessary.
10. Give credit once work is completed
Effectively delegating work gives other team members the opportunity to develop new skills and get involved in important projects. Once the work is completed, make sure the team member who did the work is credited for completing the task.
Other cross-functional team members might give you credit for the work, especially if it’s something you’ve done in the past. Make sure you aren’t taking credit for someone else’s work, and take some time to appreciate your team member for a job well done.
Delegated and done
Delegating work is a great way to not only build your personal management skills, but to support professional development across your team. To set your co-workers up for success, make sure they have all of the information they need to get the delegated task done correctly.
If you haven’t already, do this with a project management tool . A shared source of truth, like a project management tool, gives team members increased visibility and unlimited access to the context they need to get good work done.
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How to write a vision statement: Steps and examples
- Organizational Behaviour
- Team Building
Understanding Team - What is a Team?
Let us first go through a simple real life situation.
John was working as a key accounts head with a leading advertising firm. He had four members reporting to him. Unfortunately he always under estimated his team members and fought with them constantly.
He could never trust them and always thought they were incapable of doing good work. One fine day, he got some major assignment from one of his clients which was to be submitted within two working days.
He decided to do it all alone as he thought nobody else could do it apart from him. John could never submit his assignment on the required day and received good criticism from his superiors. His organization also lost one of their major and prestigious clients.
Why do you think John failed? Why could he not complete his assignment on time?
Here comes the importance of a team . Had John taken the help of his team members, he would have finished his assignment on time and everyone would have appreciated him.
An individual cannot perform all tasks on his own . He needs the support as well as guidance of others to be excellent in whatever he does. Complex goals can easily be accomplished if individuals work together as a team.
What is a team?
A team is a group of individuals, all working together for a common purpose. The individuals comprising a team ideally should have common goals, common objectives and more or less think on the same lines . Individuals who are not compatible with each other can never form a team. They should have similar if not the same interests, thought processes, attitude, perception and likings.
Difference between Group and Team
A group is not necessarily a team. A group can have individuals with varied interests, attitude as well as thought processes . It is not necessary that the group members would have a common objective or a common goal to achieve.
What happens in a political rally? The political leader appeals to the individuals to cast the votes in his favour only. Do you think all of them would cast the votes in favour of the leader? There would always be some individuals who would support his opponent. This is example of a group. All individuals gathered on a common platform but had dissimilar interests and likings. Some were in favour of the leader while some against.
A team must have individuals with a common objective to achieve . They should all work together and strive towards the achievement of a common goal.
What happens in a cricket team?
All the players have a common focus and a common objective . Everyone, the captain, the wicketkeeper, the bowlers, the fielders all work together to achieve a common target i.e. win the game. No one ever thinks of losing the game.
It is not only the individuals who form a team; even animals can constitute a team. Go to any hill station and one can spot many horses all working for a common goal i.e. Carry people to the hill top and bring them back.
Team members
The team members must complement each other. All team members should help each other and work in unison. Personal interests must take a back seat and all of them must deliver their level best to achieve the team objective. Team members must not argue among themselves or underestimate the other member.
Organizations have a sales team, administration team, human resources team operation team and so on. All the members of the sales team would work together to achieve the sales target and generate revenues for the organization.
The team size depends on the complexity of the task to be accomplished. Ideally a team should consist of 7-10 members . Too many members also lead to confusions and misunderstandings.
It is not always that we require a team. Teams should be formed when the task is a little complicated. A single brain can sometimes not take all critical decisions alone, thus a team is formed where the team members contribute equally making the task easy. A team can actually create wonders if all the team members work in unison.
Related Articles
- Team Development - Introduction
- Team Management
- Team Management Skills
- Characteristics of a Good Team
- Team Models
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Authorship/Referencing - About the Author(s)
The article is Written By “Prachi Juneja” and Reviewed By Management Study Guide Content Team . MSG Content Team comprises experienced Faculty Member, Professionals and Subject Matter Experts. We are a ISO 2001:2015 Certified Education Provider . To Know more, click on About Us . The use of this material is free for learning and education purpose. Please reference authorship of content used, including link(s) to ManagementStudyGuide.com and the content page url.
- Understanding Team
- Types of Teams
- Importance of a Team
- Importance of Team Building
- Team Contracts
- Building an Effective Team
- Success Factors in Team Building
- Extracting the best from a Team
- How to build Your Best Team
- Clarity of Roles in a Team
- Preventing Fall Outs in a Team
- Role of Communication in Team
- Role of Motivation & Attitude in Team
- Role of a Team Leader
- Team Failures - Why teams fail ?
- How to be a Effective team player
- Team Building - Introduction
- Team Building Tips
- Tips to be a Good Team Member
- Team Building Games & Activities
- Team Building Barriers
- Skills and Qualities of a Team Member
- Effective Team Building Strategies that can be Implemented by any Organization
- What Team Building Strategies Must Focus on to be Effective in Actualizing Outcomes
- Difference Between a Team and a High-Performance Team
- Types of Team Members in a High Performance Team
- Ten Important Characteristics of High-Performance Work Teams
- What Makes High-Performance Teams Standout
- Essential Steps Involved in Building High-Performance Teams
- Strategies for Improving Communication in High-Performance Teams
- Importance of Effective Communication in Building High-Performance Teams
- Leaders Role in Building High-Performance Teams
- Emotional Intelligence for High-Performance Teams
- Common Barriers to the Successful Functioning of High-Performing Teams
- Role of HR in Facilitating and Developing High-Performance Teams
- Team Management in Agile and Automated Organizations
- Team Management in the #MeToo Era: Actualizing a Discrimination Free culture
- Study Guides
- Homework Questions
ICT508-Assignment-02-ProjectTeamCharter
- Information Systems
Assign and track tasks in Teams
You can use the Tasks app in Teams to manage your team's work, either creating task lists yourself in Shared lists, or using task lists published to you by upper management to pass on to your frontline workers.
You can assign all these tasks in Teams, and people who are assigned tasks can indicate in the Tasks app when they start and complete a task. The whole team can view team progress on completing the list of tasks, and managers who send you published task lists can track progress of those tasks—both whether they've been assigned and how close to complete they are.
For an overview of the full task list publishing process, see Publish task lists to create and track work in your organization .
For help creating plans, see Create a plan in Microsoft Planner and Add tasks to a plan .
When you sign in to Teams and select the Tasks app, you'll get notification if your team received a new task list, in your Activity feed.
Assign tasks to people
On the All your lists page, select Tasks under Shared plans on the left.
Note: Tasks that are part of shared plans, not published lists, aren't listed in the general Tasks list. Instead, each plan is listed under Shared plans—just select a plan to see its tasks, assign them, and so on.
You can assign up to 11 people to a task. They will all see the task in their Assigned to you list when they open Tasks.
When any team member marks a task “Complete”, it is marked complete for all team members.
Track your team’s progress
In addition to the list, your team’s tasks can be viewed as a board, chart, or schedule on a calendar. All these views include all of your team’s tasks, whether published or not.
The Board shows your team’s task by bucket.
The Charts provide a visual summary of the plan and its progress.
The Schedule presents the tasks by due date, in a weekly or monthly view.
Select List , Board , Charts , or Schedule at the top of the Planner window to switch between them.
Customize your views in a flash
Do you want to see only the tasks due next week on the schedule calendar? Or just menswear and womenswear department tasks on the board? Or tasks with the word “Inventory” in the title? Filters offer a handy way to see exactly what you want to, on any of the available views.
Select Filter in the top right of the page and select as many options as you need. Or type a keyword. Or do both!
The options remain selected when you switch from List to Charts to Board and back again.
To de-select a filter, select the option again. Or select Clear to start over.
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Find out who the Michigan State hockey team will meet, and when, in the Big Ten semifinals
The Michigan State hockey team has its Big Ten tournament semifinal assignment.
The Spartans, winners of the Big Ten's regular-season title and the tournament's top seed, will face No. 7 seed Ohio State at 6:30 p.m. March 16 at Munn Arena. The game will be televised on the Big Ten Network.
The semifinal pairings were decided on Sunday night when the Buckeyes upset No. 2 seed Wisconsin 3-1 in the deciding game of their best-of-3 first-round series.
No. 6 MSU (22-9-3) won three of four games in the regular season against Ohio State (14-19-4). The Spartans won a pair of games, 6-0 and 6-4, Nov. 3-4 in Columbus, Ohio, to open the Big Ten season and the teams split a series Feb. 23-24 at Munn Arena, with OSU winning the first night, 6-2, and MSU rebounding to win, 5-2, the next night.
The Buckeyes finished last during the regular season in the Big Ten but have been a dangerous team in recent weeks. Along with winning once on MSU's home ice, OSU swept second-place Wisconsin Feb. 16-17 and won two of three on the Badgers' home ice this weekend in the league tournament.
In the other semifinal on March 16, No. 3 seed Minnesota will host No. 4 Michigan at 9 p.m., also on the Big Ten Network. Minnesota swept its first-round series over Penn State, while Michigan swept Notre Dame to advance to the semis.
The two semifinal winners will play for the championship March 23 at the home of the higher-seeded team.
After the weekend games, MSU now stands No. 5 in the Pairwise Rankings, which determine the NCAA tournament field and seeding. The NCAA pairings will be announced on March 24.
🏀 UNC, Kentucky rise in men's Power 36
✌️ USC enters top five of women's Power 10
🍿 Mid-majors already bringing the madness to March
SELECTION SUNDAY
Penn State wins 2024 Big Ten wrestling championships
- Championship Info
- Game Program
Follow DI Wrestling
Penn state wins the 2024 big ten championships.
Dominant. That’s the only way to describe the Penn State wrestling team’s performance this weekend at the 2024 Big Ten championships. The Nittany Lions put seven of their ten athletes in the conference finals and won five of those bouts. They outscored second place Michigan by over 40 points and likely qualified all ten wrestlers for the NCAA tournament (pending an at-large bid decision for three-time NCAA Carter Starocci who injury defaulted out). This is a program with historic talent, and that talent was on full display in College Park.
Davis kicked things for Penn State off with a strong victory in the 125-pound finals match against McKee in which he scored three back points, a takedown, an escape and a riding time point. Levi Haines, Mitchell Mesenbrink, Aaron Brooks and Greg Kerkvliet followed with titles of their own at 157, 165, 197 and 285 pounds. Nittany Lion All-Americans Beau Bartlett and Aaron Nagao picked up a silver and bronze respectively while true freshman Tyler Kasak secured bronze at 149 pounds.
FINAL RESULTS: Brackets | Team Score
Rutgers, Ohio State, Nebraska, Illinois and Minnesota will also leave College Park with conference champions. Dylan Shawver became the first Scarlet Knight Big Ten champ since Nick Suriano and Anthony Ashnault in 2019 when he beat Michigan’s Dylan Ragusin at 133 pounds while Jesse Mendez gave the Bucks a champ at 141 pounds after a 4-1 win over Penn State’s Beau Bartlett.
At 149 pounds, Ridge Lovett survived a wild one against 2022 Big Ten champion Austin Gomez, and, at 174 pounds, Edmond Ruth won by injury default over Michigan’s Shane Griffith. Minnesota’s Isaiah Salazar at 184 pounds was the last non-Penn State Big Ten champ of the night as he topped new Nittany Lion Bernie Truax in sudden victory.
The best of the Big Ten will now prepare to compete for national titles in Kansas City from March 21-24.
Full results and place winners below:
285 pounds: No. 1 Greg Kerkvliet tops No. 2 Nick Feldman 9-3
THIRD PERIOD: Feldman elects to go neutral to start the third period. One minute to go. Five seconds. Greg Kerkvliet is a Big Ten champion with a 9-3 win over Feldman!
GREG KERKVLIET B1G CHAMPION! Kerkvliet the 9-3 win over Feldman!!! #PSUwr pic.twitter.com/UbT2XA7D1b — Penn State WRESTLING (@pennstateWREST) March 10, 2024
SECOND PERIOD: Kerkvliet chooses down to start the second period, and he's out quick to extend his lead 5-3. Takedown Kerkvliet. He's finding his rhythm. One minute to go in the second period. Kerkvliet leads 8-3 with over two minutes of riding time. Stalemate.
FIRST PERIOD: Feldman is on the attack early against the No. 1 athlete in the country. The Buckeye freshman takes the 3-1 lead after Kerkvliet's escape. Takedown Kerkvliet! That's how you respond if you're the Nittany Lion veteran.
197 pounds: No. 1 Aaron Brooks techs No. 3 Zach Glazier 19-3
THIRD PERIOD: Glazier starts neutral to begin the third period. Takedown Brooks. He releases Glazier. Brooks leads 13-2 with riding time secured. Takedown Brooks. Escape Glazier. One minute to go. Brooks is one point away from a technical fall, and there it is. Aaron Brooks is a four-time Big Ten champion!
AARON BROOKS IS A 4X B1G CHAMPION! Brooks the 19-3 TF at 6:07! AB!!! #PSUwr pic.twitter.com/0McrQCqinE — Penn State WRESTLING (@pennstateWREST) March 10, 2024
SECOND PERIOD : Brooks starts the second period on the bottom, and escapes within 15 seconds. Takedown Brooks. Brooks leads 10-1. He's now looking for a turn. Glazier warned for stalling. Brooks carries his 10-1 lead into the final two minutes.
FIRST PERIOD: This is a David vs. Goliath match, but Iowa's Zach Glazier is used to being the underdog. He's waited four years for his chance to compete on this stage, and here he goes. Takedown Aaron Brooks. The Nittany Lion leads 3-1 after an escape from Glazier. Takedown Brooks. Stalemate. Brooks is now going to work on top, and he pushes riding time up over a minute. He ends the period on top with a 6-1 lead and 1:46 of riding time.
184 pounds: No. 1 Isaiah Salazar outpowers No. 3 Bernie Truax 8-1
SUDDEN VICTORY: Shot from Truax. Salazar is so solid. Salazar nearly slips and gives Truax some room — the Nittany Lion dives in, but Salazar holds him off. Salazar hits a shot, picks up back points and now works for the fall. He ends with an 8-1 win.
That Championship moment! #GopherTough pic.twitter.com/Ovmnglu3Ox — Minnesota Wrestling (@GopherWrestling) March 10, 2024
THIRD PERIOD: Salazar starts down to begin the third. He escapes, and we're all tied up 1-1. Truax looking for a go-behind, but Salazar holds him off. One minute to go. Salazar goes in on a leg. We're scrambling! Ten seconds. Let's go to overtime!
SECOND PERIOD: Truax chooses down to start the second period. Salazar looking tough on top. Truax works out of Salazar's hold. He's free and leading 1-0 after an escape. Salazar is in on an attack — he has Truax's leg on the edge, but can't convert. Truax's lead will hold through the third.
FIRST PERIOD: Scoreless through the first period.
174 pounds: No. 3 Edmond Ruth wins by medical forfeit
165 pounds: no. 2 mitchell mesenbrink upsets no. 1 dean hamiti 13-11.
THIRD PERIOD: Hamiti chooses down to start the third period, and he earns the reversal. He leads 11-6. Escape Mesenbrink! The Nittany Lion is in on a shot, and he's got Hamiti on his back. Four back points puts the Nittany Lion in control. He leads 13-11. Riding time is no longer a factor for Hamiti. Mesenbrink is looking for a turn. Mitchell Mesenbrink is relentless. He's a Big Ten champion!
MITCHELL MESENBRINK B1G CHAMPION! Mesenbrink a 13-11 win over Hamiti! #PSUwr pic.twitter.com/j3KZEpLLyL — Penn State WRESTLING (@pennstateWREST) March 10, 2024
SECOND PERIOD : Mesenbrink starts the second period with an escape. Shot from Mesenbrink! Takedown Hamiti! The 2023 champ leads Mesenbrink 9-2. Hamiti is a danger on top, and he's pushed riding time up over a minute. He's in bonus territory now with thirty seconds to go in the second period. Escape Mesenbrink. Shot Mesenbrink — takedown! Mesenbrink keeps himself in this match in the final seconds of the period.
FIRST PERIOD: Shot from Hamiti. Nothing. Shot from Mesenbrink. We're scrambling with the first minute. Stalemate. Wow. What an action-packed 30 seconds. Shot and takedown from Hamiti! Mesenbrink escapes. Let's keep the attacks rolling! Shot from Mesenbrink. Hamiti turns Mesenbrink's momentum into a good position. Stalemate. One minute to go. Nearly a takedown from Mesenbrink, but Hamiti scrambles out. No takedown points for the Nittany Lion yet. Great flexibility from the Badger to ward off Mesenrbrink. Takedown Hamiti! Hamiti will enter the second period with a 6-1 lead.
157 pounds: No. Levi Haines outscores No. 7 Will Lewan 4-1 (SV)
SUDDEN VICTORY : Shot from Haines, and that's it! The Nittany Lion is a Big Ten champion again!
LEVI HAINES B1G CHAMPION! Haines scores early in SV, wins second B1G title 4-1 (sv) over Lewan! #PSUwr pic.twitter.com/YE2I2J5PMF — Penn State WRESTLING (@pennstateWREST) March 10, 2024
THIRD PERIOD: Haines chooses down to begin the third period, and he too escapes almost immediately. This one is tied 1-1. One minute to go. Shot from Lewan. Haines is warned for stalling. A second stall call against either athlete could determine the match. Thirty seconds to go. Shot from Lewan. Haines responds. No points yet. Ten seconds. Lewan has wrestled so tough against the 2023 NCAA finalist.
SECOND PERIOD: Will Lewan chooses down to start the second period. He's out in ten seconds. Lewan is warned for stalling. One minute to go in the second period. Shot from Haines at the buzzer, but he can't convert in time. Lewan's escape is the only point of the period.
FIRST PERIOD : Levi Haines won this weight last year at this tournament. We'll see what he's got tonight against the tough and stingy Will Lewan. Scoreless first period.
149 pounds: No. 1 Ridge Lovett survives No. 2 Austin Gomez 5-4
THIRD PERIOD : Lovett chooses down to start the third period. Gomez goes upper body, but no points. Back to neutral. Lovett leads 5-3.
149 | What a move by @RidgeLovett 😤 Lots of action in this one. Ridge up 5-3 to start P3. pic.twitter.com/6zOEneMA36 — Nebraska Wrestling (@HuskerWrestling) March 10, 2024
One minute to go. Shot from Gomez. Nothing. Lovett looks for a go-behind, but Gomez works out. Lovett is hit for stalling. Lovett still leads 5-4. Shot from Gomez on the edge. He brings Lovett back on the mat, but Lovett holds on. He's a Big Ten champion for the first time in his career!
SECOND PERIOD : An escape from Lovett extends his lead to three points. Ninety seconds to go. Lovett's wrist looks like it's taped up, but, if he has any kind of injury, he isn't showing it. This match has been all force from both guys. Thirty seconds. Gomez goes in for a shot in short time, but Lovett holds tough.
FIRST PERIOD: These are two guys who know how to score. Time to sit back and enjoy the show. Gomez has Lovett's ankle in the air and nearly scores the takedown, but Lovett scrambles out. Impressive defense from the Husker. Takedown Gomez. He leads 3-1 following an escape from Lovett. Throw from Lovett, and that's three points for the Husker. He takes the lead 4-3 and ends the period on top.
141 pounds: No. 2 Jesse Mendez upsets No. 1 Beau Bartlett 4-1
THIRD PERIOD: Bartlett starts down to begin the third period. Mendez has the 1-0 lead with his escape the lone point of the match. Bartlett escapes in less than 15 seconds. We're tied up 1-1. This feels familiar. Mendez in on a shot, Bartlett defends. Ten seconds. Shot Mendez! He leads 4-1 with seven seconds remaining. Jesse Mendez is a Big Ten Champion!
JESSE MENDEZ IS A BIG TEN CHAMPION pic.twitter.com/l1FfY3EvUp — Ohio State Wrestling (@wrestlingbucks) March 10, 2024
SECOND PERIOD : Mendez chooses down to start the second period. It's the Buckeye who has been driving most of the action in this match so far. Bartlett is riding Mendez tough. The Nittany Lion walks back to the center calmly after his mat return sent Mendez out of bounds. These are two athletes unbothered by the spotlight and the pressure. Mendez sneaks out within 35 seconds. Back to neutral. Ten seconds.
FIRST PERIOD: The last time these two athletes wrestled, Bartlett took the win in sudden victory. Time to run back this great rivalry bout.
Shot from Mendez! Bartlett pushes him away. Thirty seconds left. Another shot from Mendez on the edge as time runs out.
133 pounds: No. 2 Dylan Shawver techs No. 1 Dylan Ragusin 28-3
THIRD PERIOD: Shawver chooses down to start the third period. He escapes within 15 seconds. Shot from Shawver. Ragusin is looking to transition into some offense of his own now, but it's Shawver with ANOTHER takedown. He leads the No. 1 seed by 10 points. Shawver pushes his riding time up over a minute, just before Ragusin escapes. Shawver has Ragusin on his back! He's looking for the fall. But he'll settle for the tech fall. Shawver wins 23-8.
133 | BOOM! Dylan Shawver is a Big Ten Champion after his 23-8 tech fall over (1) Dylan Ragusin (UM)! #RelentlessPursuit | #GoRU pic.twitter.com/vezRNMRfbl — Rutgers Wrestling (@RUWrestling) March 10, 2024
SECOND PERIOD : Ragusin chooses down to start the second period. He escapes quickly. Shawver wants that fireman's carry. He's looked for it at least three times already in this match, but Ragusin defended each time. One minute to go in the period. Shot from Ragusin as the athletes go out of bounds. There's no shortage of action in this match. Ragusin nearly picked up the go-behind on Shawver's shot, but now it's Shawver with the points after a huge throw on the edge. He leads 10-2. Ragusin rolls out for an escape but picks up the reversal instead to add two points to his total. He'll trail 10-4 going into the third.
FIRST PERIOD: Woah. Fireworks immediately. Shawver picks up a quick takedown and looks for backpoints. Ragusin scrambles his way out of the dangerous position, and he's back to his feet. Shawver with another shot on the edge, but Ragusin shifts himself into a better position before the athletes go out of bounds. Stalemate. Quick shot from Shawver again, but no additional points. He'll lead 3-1 into the second period.
125 pounds: No. 6 Braeden Davis takes down No. 4 Patrick McKee
THIRD PERIOD: Davis elects to start the third period on bottom. McKee, though, is also strong on top, but Davis is out fast. That quick escape was key for the Nittany Lion as he still holds on to his riding time advantage (1:09) and leads 4-1. Shot from Davis! McKee stays steady, waiting for the stalemate. Forty-five seconds. Thirty seconds. McKee looks for an inside trip, and Davis nearly comes out on top. Takedown Davis! The final shot ices it, and Davis takes the win 8-1. Braeden Davis is a true freshman Big Ten champion!
BRAEDEN DAVIS BIG TEN CHAMPION 8-1 OVER McKEE! #PSUwr pic.twitter.com/d2QihydNxP — Penn State WRESTLING (@pennstateWREST) March 10, 2024
SECOND PERIOD: McKee chooses down without hesitation to start the second period. Davis is riding tough, refusing to give an inch. Davis has McKee on his back, and he earns three near fall points in the process. Riding time is now over a minute, and Davis continues to work on top. McKee escapes. Thirty seconds left in the period. Davis will end the period with a 3-1 lead and 1:19 of riding time.
FIRST PERIOD: This is a fun matchup between a senior in McKee and a freshman in Davis. Davis beat a grad student in his last match though, so he's shown his poise against more experienced college wrestlers already this tournament. McKee is rocking the championship gold singlet of Minnesota (along with a notably thick knee brace), while Davis is in the classic Penn State Blue and White singlet.
Both athletes have been quick on their feet so far, moving around the mat, but neither McKee nor Davis have taken any notable shots through the first three minutes.
How to watch the Big Ten Tournament
Big ten finals are set.
These are the twenty athletes who will compete for a conference championship tomorrow night at 4:30 pm ET on the Big Ten Network:
- 125 pounds: No. 4 Patrick McKee (Minnesota) vs. No. 6 Braeden Davis (Penn State)
- 133 pounds: No. 1 Dylan Ragusin (Michigan) vs. No. 2 Dylan Shawver (Rutgers)
- 141 pounds: No. 1 Beau Barlett (Penn State) vs. No. 2 Jesse Mendez (Ohio State)
- 149 pounds: No. 2 Austin Gomez vs. No. 1 Ridge Lovett
- 157 pounds: No. 7 Will Lewan vs. No. 1 Levi Haines
- 165 pounds: No. 1 Dean Hamiti vs. No. 2 Mitchell Mesenbrink
- 174 pounds: No. 2 Shane Griffith vs. No. 4 Edmond Ruth
- 184 pounds: No. 1 Isaiah Salazar vs. No. 3 Bernie Truax
- 197 pounds: No. 1 Aaron Brooks vs. No. 3 Zach Glazier
- 285 pounds: No. 1 Greg Kerkvliet vs. No. 2 Nick Feldman
Plenty of great matchups on deck for Championship Sunday! 👀 #B1GWrestle pic.twitter.com/ebipROqNl5 — Big Ten Wrestling (@B1GWrestling) March 10, 2024
Consolation semifinals
285 pounds: No. 4 Yaraslau Slavikouski (Rutgers) shuts out No. 7 Bradley Hill (Iowa), 5-0
Slavikouski chooses down to start the second period and takes the 1-0 lead after an escape. Takedown Slavikouski! He leads 4-0 over the Hawkeye! With the riding time point, Slavikouski takes the win 5-0.
285 pounds: No. 3 Lucas Davison (Michigan) pins No. 10 Nash Hutmacher (Nebraska)
Hutmacher has been improving every match, but this battle against Davison will be tough. Takedown Davison in short time! He'll hold a 3-0 lead heading into the second period. Davison has Hutmacher on his back, and he's looking for the fall! Pin for Davison!
197 pounds: No. 2 Jaxon Smith (Maryland) majors No. 5 Garrett Joles (Minnesota), 11-2
Takedown Smith! He's looking for the opportunity to join teammate Ethen Miller in the consolation finals tonight. Joles escapes, but Smith leads 3-1. Takedown Jaxon! He leads 7-1 with 30 seconds to go in the second period. Good offense from the Terp this afternoon. One minute to go. Maryland wants a takedown. Challenge. Maryland picks up the takedown, and Smith leads 10-2 with 30 seconds remaining. Smith takes the win by major, 11-2.
Jaxon Smith with the 11-2 major decision! He will wrestle for third tonight in front of the home crowd. Going for his second consecutive bronze! #TurtlePower 🐢💪 x #TFIN pic.twitter.com/ZDUUGbjw3j — Maryland Wrestling (@TerpsWrestling) March 10, 2024
197 pounds: No. 2 Lenny Pinto (Nebraska) pushes past No. 4 Ryder Rogotzke (Ohio State), 15-9
Pinto is off to a hot start with a 3-1 in the first period following a takedown and an escape from Ryder Rogotzke. Another takedown and back points from Pinto gives him a 10-1 lead with 11 second to go in the first period. Pinto chooses down to start the second period, and Rogotzke works to run down Pinto's riding time. The Buckeye is tough on top. An escape and a takedown from Pinto combined with an escape from Rogotzke make the score 14-4 in favor of Pinto. Less than one minute to go in the third period, and Pinto leads 14-5. Points for Rogotzke! The Buckeye battled, but it wasn't enough, as Pinto takes the match 15-9.
184 | @Goodlen7 advances to the 3rd-place match after his 15-9 decision‼️ pic.twitter.com/zhRCjSurLk — Nebraska Wrestling (@HuskerWrestling) March 10, 2024
184 pounds: No. 4 Silas Allred (Nebraska) wins by injury default over No. 6 Luke Geog (Ohio State)
Scoreless first period. Allred chooses down to start the second period. Allred escapes to take the 1-0 lead, giving up just five seconds of riding time in the process. Takedown Allred! The 2023 Big Ten champ is fighting for a chance to wrestle for bronze this yera, and he leads 4-0 after four minutes. Geog is injured in the process and is being treated by his trainers on the mat. Geog injury defaults out.
197 | @silas_allred grabs the decision over OSU's Luke Geog and will wrestle for 3rd 😤 pic.twitter.com/fKe9K3vfWz — Nebraska Wrestling (@HuskerWrestling) March 10, 2024
184 pounds: No. 5 Jaden Bullock (Michigan) majors No. 8 Brian Soldano (Rutgers), 12-4
Bullock surges ahead to a 3-0 lead with a first period takedown, and then adds three more points to his total to lead 6-0. Soldano with a takedown. He's pulled within two points of his Wolverine foe. Reversal Bullock! He leads 8-4 as the second period ticks down. Bullock finishes this one with a 12-4 major decision over the Scarlet Knight.
184: Bullock earns a 12-4 major decision over Rutgers' Soldano in the consolation semis. Big third-period takedown and rideout to secure the bonus point. He'll wrestle for third place. pic.twitter.com/rnniCwtKOP — Michigan Wrestling (@umichwrestling) March 10, 2024
174 pounds: No. 6 Jackson Turley (Rutgers) tops No. 9 Andrew Sparks (Minnesota), 10-9
Turley is on the board first with a takedown. Sparks escapes, but not before giving up 1:00 of riding time in the process. Turley chooses down to start the second period, and Sparks works to erase that riding time one second at a time. Turley escapes, he leads 4-1 with 39 seconds of riding time. Scramble time! Takedown Sparks! This one is tied at the end of the second period. Challenge. Turley is awarded three after the challenge. The Scarlet Knight leads 7-3. Sparks chooses down to begin the third and picks up a reversal. Minnesota challenges, wanting near fall points. Sparks picks up near fall after the challenge, and he leads 8-7. Takedown Turley. The Scarlet Knight leads 10-8 with 19 seconds left! Turley gets the win 10-9!
174 | BOOM! Jackson Turley wins a wild 10-9 decision over (9) Andrew Sparks (MINN) thanks to this late reversal to advance to tonight's third-place match! #RelentlessPursuit | #GoRU pic.twitter.com/s4BO47QMPR — Rutgers Wrestling (@RUWrestling) March 10, 2024
174 pounds: No. 5 Rocco Welsh takes down No. 3 Patrick Kennedy (Iowa), 4-1 (SV)
Kennedy escapes quickly to start the second period and put the first point on the board of the match. Welsh will choose down to start the third period trailing by just one. The Buckeye escapes, and this one is all tied up. Sudden victory! Welsh with a shot, but Kennedy holds him off. Takedown Welsh! The Buckeye advances.
🐶🐶🐶 https://t.co/3VaAZScGT5 pic.twitter.com/FRPE6Qi7e1 — Ohio State Wrestling (@wrestlingbucks) March 10, 2024
165 pounds: No. 3 Mikey Caliendo (Iowa) dominates No. 11 Chris Moore (Illinois), 18-5
Takedown Caliendo! He leads 3-0 with nearly two minutes to go in the second period. Moore escapes before Caliendo can get riding time up over a minute, and he now trails the Hawkeye 3-1. This has been the Mikey Caliendo show, as he leads 10-2 with 33 seconds left in the second period. Moore chooses down to start the third period and escapes, but he still trails 11-3. Takedown Caliendo! The Hawkeye extends his lead to 14-4 following another Moore escape. Takedown Caliendo, escape Moore. What a performance from Caliendo. He takes the win 18-5.
Major for Mikey! 165 | Michael Caliendo major dec. Chris Moore (Illinois), 18-5 #Hawkeyes pic.twitter.com/ONlQyrgqhh — Iowa Hawkeye Wrestling (@Hawks_Wrestling) March 10, 2024
165 pounds: Cam Amine (Michigan) escapes No. 5 Antrell Taylor (Nebraska), 2-1
Taylor chooses down to start the second period and escapes to earn the first point of the match. Amine escapes to start the third period, and this one is tied 1-1 with less than a minute to go. Sudden victory! Time for rideouts! Taylor chooses down to begin the first tie-breaker. Amine rides out Turley and chooses down for his tie-breaker. Amine escapes in 12 seconds. He's moving on!
165: Amine avenges his dual loss to Nebraska's Taylor, 2-2 with :18 riding time in the tiebreaker. Pushed the action all match. He'll wrestle for third place. pic.twitter.com/6DZ8iUMBTf — Michigan Wrestling (@umichwrestling) March 10, 2024
157 pounds: No. 4 Jared Franek (Iowa) holds off No. 8 Joey Blaze (Purdue), 5-2
Franek picks up a takedown with two minutes of action in the first period, and he leads 3-1 after an escape from Blaze. Franek chooses down to start the third period, and he leads 3-2 with 1:21 of riding time. Franek escapes, and he's up 4-2 with riding time, but a takedown from Blaze could tie it. Franek takes the win 5-2 with riding time.
Got the W 157 Cons. SF | Jared Franek dec. Joey Blaze (Purdue), 5-2 #Hawkeyes pic.twitter.com/8bY1jrh2oJ — Iowa Hawkeye Wrestling (@Hawks_Wrestling) March 10, 2024
157 pounds: No. 5 Peyton Robb (Nebraska) rides out No. 3 Brayton Lee (Indiana), 2-1
It's a battle between All-Americans on Mat 1! Scoreless first period, and Robb is on the board first with his second period escape. Lee picked up just five seconds of riding time. Lee chooses bottom to start the third period, and he escapes. Robb picks up the 2-1 win on riding time.
157 | With the 2-1 decision @Probb290 advances to the 3rd place match! pic.twitter.com/uqv0QOwB53 — Nebraska Wrestling (@HuskerWrestling) March 10, 2024
149 pounds: No. 6 Ethen Miller (Maryland) outlasts Dylan D'Emilio (Ohio State), 4-3 Miller on the board first! The Terp is wrestling fearlessly and with momentum. He's already punched his ticket to Kansas City — now he's just looking for seeding improvements. Miller chooses down to start the second period, and he escapes. He leads 4-1. An escape from D'Emilio to start the third cuts Miller's lead to two points. Challenge. Miller takes the win 4-3! He's wrestling for bronze tonight!
ETHEN MILLER TO THE THIRD PLACE MATCH Grinds out a 4-3 win over Ohio State's fifth-seeded Dylan D'Emilio! #TurtlePower 🐢💪 x #TFIN pic.twitter.com/d03TSOF4EA — Maryland Wrestling (@TerpsWrestling) March 10, 2024
141 pounds: No. 3 Real Woods (Iowa) beats No. 4 Brock Hardy (Nebraska), 8-4
Woods with an early reversal, and he's up 2-0 with 1:30 of riding time as time ticks down in the second period. Reversal and near fall points for Hardy put him ahead 4-2 heading into the third period. Challenge. After the challenge, Woods is given a point for an escape, and he trails 4-3 heading into the third period. Woods chooses down to start the third period and escapes. This one is tied 4-4 with Woods holding 1:48 of riding time. Takedown Woods! He wins this one 8-4 over his competitive rival.
Real ➡️ Third Place Match 141 Cons. SF | Real Woods dec. Brock Hardy (Nebraska), 8-4 #Hawkeyes pic.twitter.com/vLlAqhnkwH — Iowa Hawkeye Wrestling (@Hawks_Wrestling) March 10, 2024
149 pounds: No. 4 Tyler Kasak (Penn State) beats No. 3 Caleb Rathjen (Iowa), 8-1
Takedown Kasak! He surges to an early lead over the Hawkeye who beat him earlier this year. That takedown served as the lone points of the period. Rathjen chooses down to start the second period. He's out and on the board! Kasak takes the win 8-1.
8-1 win for Tyler! 💪 #PSUwr pic.twitter.com/ULWhELex7g — Penn State WRESTLING (@pennstateWREST) March 10, 2024
141 pounds: No. 5 Sergio Lemley (Michigan) holds off No. 7 Mitch Moore (Rutgers), 11-6
Lemley surges ahead 4-3 in the first period against a tough and funky Moore. They'll end the period tied 4-4. Lemley escapes to start the second period. With one minute to go in the third period, Lemley holds the 8-4 lead over Moore with riding time ticking up. Good effort from Moore, as he keeps himself in the match with a last-second score, but it's Lemley with the win 11-6.
141: Lemley rallies from an early deficit to beat Rutgers' Moore, 10-6, in the consolation semis. Scored takedowns in the first, second and rode for 1:55. He'll wrestle for third place. pic.twitter.com/IlMUWaRFqZ — Michigan Wrestling (@umichwrestling) March 10, 2024
133 pounds: No. 4 Jacob Van Dee (Nebraska) survives No. 14 Brody Teske (Iowa), 9-6 (SV)
No points through the first period. Teske elects to go down to start the second period. Van Dee pushes riding time up over a minute, and he nearly had Teske in trouble there, but the Hawkeyes gets off his back and to his feet to score the first escape point of the match. Van Dee chooses down to start thet hird, and he picks up a reversal. Teske escapes, and we're all tied up 2-2. Van Dee has 1:09 of riding time. Challenge. Takedown Van Dee! The Husker pulls ahead in short time. Ecsape Teske. It's 5-3 Van Dee with 15 seconds remaining. Teske has Van Dee on his back. He picks up the three takedown. Brody Teske is moving on to the bronze-medal match! Nebraska challenge. After review, the score settles to 6-6, pushing the match to sudden victory. Van Dee is in good position, but he has to finish. Teske scambles AGAIN, and he finishes on top. The Hawkeye is a consolation semifinal champion. Challenge. Call reversed. Van Dee is moving on!
133 | @jakevandee gets the TD in OT to advance with the 9-6 decision! Van Dee will wrestle for 3rd next. pic.twitter.com/7SR88nVMyD — Nebraska Wrestling (@HuskerWrestling) March 10, 2024
133 pounds: No. 5 Aaron Nagao (Penn State) takes down No. 7 Braxton Brown (Maryland), 9-5
We're scrambling early off a shot from Braxton Brown, as the Terp looks for early points against All-American and 2023 Big Ten finalist Nagao. Nothing. Nagao works out the hold. Nagao picks up a takedown in the second period to take the 3-0 lead. Escape Brown. Takedown Nagao. With 75 seconds to go in the second period, the Nittany Lions lead 7-1 with 1:20 of riding time. Escape Brown. Thirty seconds to go in the second period. Both athletes are neutral to start the third period. Takedown Brown, escape Nagao. The Nittany Lion leads 8-5 with thirty seconds to go. Nagao does have riding time, so Brown needs a takedown and more. Nagao takes the win 9-5.
9-5 win for Aaron! 👏 #PSUwr pic.twitter.com/VMBY06AuiX — Penn State WRESTLING (@pennstateWREST) March 10, 2024
125 pounds: No. 1 Matt Ramos (Purdue) pins No. 7 Michael DeAugustino
These are two fun All-Americans to watch, and the winner earns the opportunity compete for bronze against Iowa's Drake Ayala. DeAugustino chooses down to start the second period. Ramos holds own DeAugustino for 44 seconds, but DeAugustino gets out, and he now leads 1-0. Ramos chooses down to start the third and escapes, so this match is tied 1-1. Sudden victory! Takedown Ramos, and he's looking for the fall, and he gets it. Matt Ramos with a killer pin in the final seconds of sudden victory.
SUDDEN VICTORY PIN FOR THE MAVATAR 📌 @Matt_Ramos2 flips DeAugustino for the fall late into SV1 to advance to the third place match! #BoilerUp 🚂 | #AlwaysAggressive pic.twitter.com/O8H0wijn4O — Purdue Wrestling (@PurdueWrestling) March 10, 2024
125 pounds: No. 2 Drake Ayala (Iowa) takes down No. 9 Dean Peterson, 4-1
We're scoreless through the first minute here on Mat 3 as these two hammers battle for the opportunity to advance to the consolation finals. Peterson earns an escape to start the second period, and he takes the lead 1-0. Takedown Ayala! He leads 3-1 heading into the third period. Ayala chooses down to start the third period, and he's out immediately. The Hawkeye now holds a 4-1 lead over Peterson, the Rutgers lightweight who upset No. 1 Matt Ramos earlier this weekend. Thirty seconds to go. Drake Ayala holds on, and he's moving on to the third place match!
Ayala gets us started. 125 Cons. SF | Drake Ayala dec. Dean Peterson (Rutgers), 4-1 #Hawkeyes pic.twitter.com/r07juYLz0G — Iowa Hawkeye Wrestling (@Hawks_Wrestling) March 10, 2024
Consolation Round Updates (Session III)
These first round of consolation matches will determine who earns NCAA bids for weights with more than eight conference allocation spots.
RESULTS:
- At 125 pounds, Tristan Lujan of Michigan State and Brendan McCrone won their consolation brackets. They'll now wrestle each other in the next round with a chance for the ninth-place bid on the line.
- Danny Fongaro of Indiana beats Kal Miller in sudden victory in the semifinals of the 11th-place bracket at 141 pounds. He'll have Greyson Clark of Purdue next after a barnburner of a 10-9 win for Clark in his bout against Jordan Hamdan.
Kal Miller gets taken down by Danny Fongaro in sudden victory. The loss puts Miller out of contention for an automatic bid to the NCAAs. He’ll be in the conversation for an at-large bid. pic.twitter.com/ZsmzP4wbbm — Michael Stamatos (@MikeStamatos36) March 10, 2024
- At 149 pounds, Drew Roberts advanced after a win over Jake Harrier of Illinois and will take on Michael Cetta of Rutgers who won by forfeit over Aiden Vandenbush of Northwestern
- Al DeSantis advances for Rutgers at 157 pounds and leaves another Terps, Michael North, on the outside looking in. He'll have Ohio State's Isaac Wilcox next after a hard-fought win from the Buckeye this morning.
- While Wilcox advanced, a different Buckeye, Bryce Hepner, drops his match to Tyler Lillard of Indiana. He'll get Maxs Mayfield next after Mayfield's upset over No. 4 Caleb Fish of Michigan State at 165 pounds.
165 - 11th Place Semis | Lillard defeats No. 8 Bryce Hepner (OSU) by decision, 9-7, to advance in the 11th place bracket. pic.twitter.com/O46kWFB4yk — Indiana Wrestling (@IndianaWR) March 10, 2024
- At 174 pounds, Nebraska's Bubba Wilson advances over Maryland's Dom Solis, while Michigan State's DJ Shannon also moves on after a forfeit over DJ Washington of Indiana. Shannon and Wilson will wrestle for ninth.
- Chase Mielnik of Maryland picks up a big consolation win for the Terps over No. 9 Troy Fisher to advance in the consolation bracket. He'll have Aiden Riggins next after a dominant 14-point win for the Hawkeye over Roman Rogotzke of Indiana.
As a reminder, the allocation spots are listed below:
Donate to the Sustainable Development Goals Fund
Closing date
A consultancy assignment to develop a comprehensive training manual for the protection of victims of trafficking..
INTRODUCTION
Within the framework of project titled “Supporting Lesotho in VoT Protection and TiP Prosecution” funded by the US Government, IOM plans to develop a comprehensive manual for protection of victims of trafficking for protection actors. This manual will specifically contributes to delivering Outcome 3.1.: All VoTs receive protection and immediate support by the trained facilities (“Home”) using survivor-centred and trauma-informed approach in 10 districts; Activity 3.1.1. Develop user-friendly training manual tailored to social workers and protection actors, civil society is intended to contribute to creating well-capacitated protection actors who will generate skills in provision of protection to Victims of Trafficking.
The manual will combine technical and practical knowledge and skills for protection actors XXX which may include; information on understanding human trafficking, and provision of direct assistance to victims of trafficking (VoTs) includes shelter, medical assistance, mental health and psychosocial support, legal advice, and reintegration support, among others.
IOM welcomes submission of interest to this assignment from individuals or consulting firms. The time envisaged for the development of the manual is set to be over a period of 40 days.
Background documents
Miami referee replaced after photos of him in team's jersey
Herculez Gomez gives his pick for Inter Miami's clash with Orlando City in MLS. (0:55)
The referee for Saturday's MLS game between Inter Miami CF and Orlando City SC was replaced by the Professional Referee Organization (PRO) after pictures emerged on social media of the original assignee, Guilherme Ceretta, wearing an Inter Miami jersey.
Ceretta was replaced by Jaime Herrera, with Ivan Cid Cruz stepping in for Herrera as the fourth official and Bruno Rizo and Regis Cardoso remaining as the match's assistant referees. The pictures were first revealed by the X account @MLSRefStats .
- Stream on ESPN+: LaLiga, Bundesliga, more (U.S.)
A spokesperson for PRO, which assigns referees to officiate matches in MLS, confirmed to ESPN: "Referee Guilherme Ceretta was removed from the game due to a potential conflict."
Inter Miami went onto win Saturday's game 5-0 with two goals each from Lionel Messi and Luis Suárez .
The change comes at an awkward time for PRO, which is engaged in a lockout of referees belonging to the Professional Soccer Referees Association (PSRA), the union attempting to negotiate a new collective bargaining agreement with PRO. In the interim, PRO has been using replacement referees pulled from other professional leagues as well as the collegiate and youth ranks.
"As long as the focus stays on fighting organized labor rather than utilizing the most well-trained, experienced officials in the league, you will continue to stray from promoting the very best of the game," PSRA president Peter Manikowski said in a statement to ESPN on Saturday.
"Sporting integrity provisions are in our CBA and we take them very seriously. But when the league perceives these professional officials are asking for too much, the first thing to go is the sporting integrity backstops like rigorous fitness testing, medical checks, background checking and anti-doping.
"The sport will ultimately suffer."
Talks on a new CBA between PRO and the PSRA appear to be at a standstill. The previous CBA expired on Jan. 15, though the two sides agreed to extend the terms in a bid to continue negotiations. On Feb. 15, the PSRA membership overwhelmingly rejected a tentative agreement reached between PRO and the PSRA executive board, with 95.8% of the PSRA union membership voting against ratification. PRO responded the next day by locking out the PSRA referees.
The PSRA has since offered a counterproposal, which PRO not only rejected, but responded by saying that the terms of the tentative agreement amounted to its best offer. In a letter from PRO general manager Mark Geiger to the PSRA membership, Geiger added that if the PSRA didn't approve the terms contained in the tentative agreement by March 11, its next offer "will include less favorable terms in some areas."
Big Ten Wrestling Championships 2024: Final results, brackets and complete coverage
- Updated: Mar. 10, 2024, 8:06 p.m. |
- Published: Mar. 08, 2024, 8:00 p.m.
Rutgers’ Dylan Shawver reacts after he finished a 5-4 decision against Nick Bouzakis of Ohio State in the 133-pound bout, Sunday, Feb. 4, 2024 in Piscataway, N.J. Shawver is the Big Ten Tournament's No. 2 seed at 133 pounds. Andrew Mills | NJ Advance Media for NJ.com
- Patrick Lanni | NJ Advance Media for NJ.com
COLLEGE PARK, Md. — Welcome to the postseason. Mat madness has arrived.
Below are the brackets, results and everything you need for the 2024 Big Ten Wrestling Tournament, which will be held March 9-10 at the XFINITY Center on the campus of the University of Maryland.
Overall, there are six returning champions from a season ago, including Penn State’s Carter Starocci, a three-time NCAA champion, as well his teammate and Hodge Trophy favorite Aaron Brooks, who is seeking his fourth Big Ten title.
- 125 | 133 | 141 | 149 | 157
- 165 | 174 | 184 | 197 | 285
- Medal matches and NCAA qualifiers
- Quarterfinals
- First round
RUTGERS COVERAGE
- Rutgers’ performance bodes well for NCAAs
- Shawver to wrestle for title
- Where each Rutgers wrestler stands through Day 1
- Seeds for the Scarlet Knights
2024 BIG TEN WRESTLING CHAMPIONSHIPS
When : March 9-10
Where : XFINITY Center in College Park, Maryland
TV : Big Ten Network
Live stream : For the second year in a row, the Big Ten Network and B1G+ will offer live linear and streaming coverage of all four sessions at the Big Ten Wrestling Championships. Linear coverage on the Big Ten Network is also available on the FOX Sports app .
Reigning team champion : Penn State
Returning champions (2023 weight in parentheses) : Real Woods, Iowa (141); Levi Haines, Penn State (157); Dean Hamiti, Wisconsin (165); Carter Starocci, Penn State (174); Aaron Brooks, Penn State (184); Silas Allred, Nebraska (197)
- Session I (First Round, Quarterfinals, Wrestlebacks), 10 a.m.
- Session II (Consolation Matches, Wrestlebacks), 5 p.m.
- Session II (Semifinals), 7 p.m.
- Session III (Consolation Semifinals, 7th-Place Matches), noon
- Session IV (1st-, 3rd- and 5th- Place Matches), 4:30 p.m.
Thank you for relying on us to provide the journalism you can trust. Please consider supporting us with a subscription.
Patrick Lanni may be reached at [email protected] .
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Make a meeting with the team leads and go through the points above. Assign tasks according to each team's availability, interest, and skill required to successfully push the project forward. As team leads - assign tasks further down the pipeline. Track task completion and make necessary changes along the way.
Create a new assignment. Navigate to the desired class team, then select Assignments. Select Create>Assignment. Note: Select Expand tab (diagonal, double sided arrow) to enter full-screen mode. Enter a title for this assignment. Optionally, add instructions, a rubric, or a due date.
The Assignments and Grades features in Teams for Education allow educators to assign tasks, work, or quizzes to their students. Educators can manage assignment timelines, instructions, add resources to turn in, grade with rubrics, and more. They can also track class and individual student progress in the Grades tab.
Getting suggestions from your team members ensures that each of them will contribute to the task's accomplishment. 5. Conduct Training and Supervision. A project's completion necessitates the blending of various delegation techniques, a high degree of team member commitment, and effective planning and execution.
Hovering over team members and scrutinizing every detail of their work can stifle creativity and motivation. Trust your team to complete their tasks and provide support when needed. 6. Inflexibility. Being rigid in task assignments can prevent adaptation to changing circumstances or new information.
Assignment means you assign tasks to a team member and explain exactly how you want things to be done, with clear-cut instructions. Delegation means you are transferring responsibility for the task to your assignee and giving them more autonomy for how that task gets completed.
To turn in an assignment: Navigate to the desired class team, then select Assignments . You can also use your search bar to search for an assignment by keyword. Your Assigned work will show in order of due date. Select any assignment card to open it and view the assignment's details. Tip: Select the Expansion icon (diagonal, double sided ...
Create an Assignment in Microsoft Teams. To begin creating assignments in Microsoft Teams, you first need to be sure of two things: You are logged in with a Microsoft EDU account; The Team you have created is a Class Team type; If both of those things are complete you will be able to see the Assignments tab on the side ribbon and on the top ribbon in the General channel.
Type in the search box to pull up student names, or scroll. Select the checkboxes next to the students you want to add to this group. Select Create. When you're done, select + New group and repeat Steps 2 and 3 until all students have been assigned to a group. Review the groups you've created. Select Edit to change group names or members.
Assignments in Teams has just what the educator ordered—simplified ways to streamline, distribute, manage, and access assignments for classes this year and beyond. Here are some of the latest and greatest features Assignments has to offer: 1. Filter assignments by class. Sometimes keeping track of assignments can almost feel like a greater ...
Project Team Assignments: Deliverables versus Activities. There is a clear distinction between project team assignments that are activities and those that are deliverables. Activities are "To Do's" like "teach the payroll system training class." Deliverables are end results like, "After the payroll class, 85% of the attendees can ...
Task assigning involves defining responsibilities and allocating resources for team members to complete a project effectively. While workplace leaders can assign tasks to team members in different departments, managers typically assign tasks to their department's members. Discovering each team member's strengths, potential, and expertise can ...
The Duties assignment teaches the whole team to consider different situations while completing a project. Each member earns to support the other, building a stronger team for better outputs and delegating effectively. Some Guidelines to Assign Tasks To Team Members.
The Assignment Management System (AMS) is a web application that houses multiple applications in support of officer assignments, enlisted assignments, commander responsibilities, and individual Air Force members. Users have access to a portion of their own personnel data and the ability to use manning tools, volunteer for available assignments, and review career field information using AMS.
A work schedule is a simple document that describes which team members are working when. But you can take this document beyond its core value by also adding information about what each team member will be working on when. Use these six steps to uplevel your work schedule template: 1. Align work schedules with your team.
5. Random Lead Assignment. True to its name, the random lead assignment rule assigns leads to sales rep at random. The best part is, this process happens automatically, so you don't have to worry about it! In Close, you can also set up Sequences and have a random user assigned to each new lead in that sequence.
Setting Clear Expectations. One of the key elements of effective task assignments is setting clear expectations for team members. This includes outlining the specific tasks that need to be completed, as well as any deadlines or goals that need to be met. It's also important to communicate the purpose of the tasks and how they fit into the ...
An additional assignment will be created for the team member. Other team members can also add the team task to their timesheet. If this option is not selected, when a team member adds a team task to their timesheet, the team task will be reassigned to the team member and will no longer be assigned to the team assignment pool.
A team charter is a project document that outlines why the team has been brought into the project, what the team is being tasked to accomplish and the resources and constraints in which the team will be working. The team charter is often created in a group setting, which gives the team direction and boundaries in a transparent environment.
A team assignment generator is a pivotal tool that streamlines productivity in corporate, educational, or social settings. Taking the stress out of manually grouping team members, this innovative technology simplifies the process, ensuring that teams are diverse, balanced, and bespoke to the requirements of the particular task at hand.
Work that connects to team member's goals: One of the best ways to delegate is to assign work that connects to a team member's professional goals. 2. Practice letting go. Delegating can be difficult for first-time managers and leaders because you're putting important work into someone else's hands.
A team is a group of individuals, all working together for a common purpose. The individuals comprising a team ideally should have common goals, common objectives and more or less think on the same lines. Individuals who are not compatible with each other can never form a team. They should have similar if not the same interests, thought ...
The address will take place this year on Thursday, March 7. Two seats on the dais behind the president are reserved for the vice president and the House speaker. Vice President Kamala Harris, who ...
This assignment addresses issues pertaining to Graduate Attributes 1, 2, 4, 5 and 9. THE REQUIREMENT You are required to form a group of five (5) or six (6) fellow ICT508 students (6 is the preferred group size) , so your team can complete the work required for Assignment 2. As a hint, it may be best to select people attending the same ICT508 ...
Assign and track tasks in Teams. You can use the Tasks app in Teams to manage your team's work, either creating task lists yourself in Shared lists, or using task lists published to you by upper management to pass on to your frontline workers. You can assign all these tasks in Teams, and people who are assigned tasks can indicate in the Tasks ...
The Michigan State hockey team has its Big Ten tournament semifinal assignment. The Spartans, winners of the Big Ten's regular-season title and the tournament's top seed, will face No. 7 seed Ohio ...
Dominant. That's the only way to describe the Penn State wrestling team's performance this weekend at the 2024 Big Ten championships. The Nittany Lions put seven of their ten athletes in the ...
A consultancy assignment to develop a comprehensive training manual for the protection of victims of trafficking. Within the framework of project titled "Supporting Lesotho in VoT Protection and TiP Prosecution" funded by the US Government, IOM plans to develop a comprehensive manual for protection of victims of trafficking for protection ...
The referee for Saturday's game between Inter Miami CF and Orlando City SC was replaced by the Professional Referee Organization (PRO) after pictures emerged on social media of the original ...
Below are the brackets, results and everything you need for the 2024 Big Ten Wrestling Tournament, which will be held March 9-10 at the XFINITY Center on the campus of the University of Maryland.