What do you do if your delegation efforts are met with resistance in the food service industry?

3 Provide Support

Offering support is crucial when facing delegation resistance. This could involve providing additional resources, mentoring, or simply being available to answer questions as they arise. Make it clear that you're not just handing off tasks, but you're also there to assist and guide your team members through the process. Support can also come in the form of recognition; acknowledging the effort and progress of those who take on new responsibilities can go a long way in motivating others to follow suit.

5 Adjust Expectations

Sometimes, resistance can indicate that your expectations may need adjustment. Consider whether the tasks you're delegating are appropriate for the experience level of your staff. If not, you might need to either scale back your expectations or provide more incremental steps towards achieving the goal. It's also beneficial to set realistic timelines and check in regularly to ensure that the workload is manageable. Adjusting expectations doesn't mean lowering standards; it means setting achievable goals that encourage growth and development.

6 Reflect and Adapt

Finally, reflect on your own management style and be open to adaptation. Resistance can sometimes be a sign that your approach to delegation might not be resonating with your staff. Are you providing enough context for why tasks are important? Do you acknowledge and appreciate the hard work your team puts in? Self-reflection can lead to personal growth and a more effective delegation strategy. Be willing to make changes to your approach if necessary, and always strive to lead by example in fostering a positive and collaborative work environment.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?