Delegation is the process of assigning responsibility and/or authority to another person on the team usually from a manager to a team (e.g., chief finance officer to accountant) for carrying out specific activities. But delegation being a core management leadership concept, it does not end with the assignment of tasks since the person who delegated the task remains accountable for its outcome – or in short, delegation and abdication are not synonymous.
Then there’s the other end of delegation, namely, micromanagement. In this case, the manager who delegated the task meddles too much in the work, usually by providing too much direction, performed by the team.
Google has had Google Tasks up its sleeve for quite a while and eventually making it an integral part of the G-Suite finally in mid-2018.Google Tasks is the most intuitive and simplest way of organizing yourself.You are probably one among the more than a billion that use Gmail and getting a neat task manager feature embedded with your most used app is a huge plus.One doesn’t have to worry about syncing stuff across platforms.
IOS, windows or android you can use google tasks across devices.This makes it highly accessible and increases its user-friendly quotient too.Let us take a quick look at what one can achieve with Google Tasks:Organize your work dayTrack your daily choresPlan personal eventsTo start with Google tasks bring you the comfort of getting your emails & events from google calendar to be created as tasks.Once you have logged into your Gmail account, you will see the other google features such as calendar, keep and tasks as a strip on the right side of your inbox as belo.
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Yet less than half reported having a flex culture at work.
To compete for top talent, it’s critical to consider what aspects of flexibility need to change in your organization, whether in the form of logistical adjustments or a full-on culture shift.Tap into what’s importantBefore you begin to make changes, take a minute to gain insight into who today’s professionals are.
Hint: It’s not long hours in the office.Do your research.
Start inside your own organization: Connect with younger colleagues or employees and find out what’s truly motivating them.
Rather than keeping the two completely separate, balance is understanding that they are inherently intertwined.
What’s even better is a hybrid of the two: More freedom about when you work, and where you do it.Once you understand what motivates the young talent you want to attract, it’s time to look at the nuts and bolts of making it work for your company.Controlled chaosContrary to the old-school 9-to-5 office culture, flexible work environments run on an entirely separate set of expectations and accountability measures.
