The corporate policy of a company can be based on the provisions of results and consent, which gives way to other forms of assignments that give the employee the right to independently solve difficulties and be responsible for the result.
Request:
"Valera, we've been working with you for a long time, I have a favor to ask of you. I don't fully understand what's going on with the client. Could you help me prepare a report?"
Offer:
"I am impressed with your twitter database department's performance. I have a suggestion. If you can help, I will be grateful. Try to write an analytical report on clients, so that it will be clearer for me and others. How do you feel about it?"
Agreement:
"Katya, I think there is an opportunity to improve the information content of your department. What do you think about this? Any suggestions on how to do it better?"
The above-described method of setting tasks reduces the degree of firmness, therefore, the percentage of probability of refusal increases. For this reason, at some points, you can save the previous form, but try to do it less often. For example, in the Yandex team you can’t demand, you need to negotiate.
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Stages of setting tasks
In Russia, the culture of creativity is not widespread. In practice, it looks like a free association of emotionally developed experienced creative people, self-organizing and capable of accelerated generation of proposals. Any form of tasks is set based on mandatory steps.
Distribution of roles
Before setting tasks, it is necessary to understand what role each member of the required social working group performs. This is how the best option for selecting a team for implementing a strategic plan is carried out:
The first thing the manager must do is to define the entire list of competencies for project execution.
Based on the assigned competencies, the structure of the department or the entire team, the obligations of the employees and the distribution of responsibility are prescribed.
The appropriate people are recruited for the positions in question.
Taking into account the preparedness of employees and their strengths and weaknesses, it is possible to establish tactical and strategic tasks and their executors.
However, in reality, this scheme for organizing teamwork may not always function fully due to the manager’s insufficient competence in selecting and adjusting the composition.
Despite this, it is very important to make maximum use of all possible means of assigning roles in a group.