1. Delegate to someone who is naturally responsible and accountable.
Anything less and you've got a problem.
2. Link performance to salary.
Make the task/accountability that you're delegating a requirement for the person to get paid.
3. Identify what the signs/measures of failure are.
This way, you can inform the person, in advance, what isn't acceptable, and what you'll be "looking out for...." This works.
4. Identify the measurables of the job/task/item.
Then, you'll both know if the job is getting done.
5. Develop an iron-clad reporting system.
A daily checklist, a weekly report, a monthly financial statement, a weekly meeting. Whatever it takes.
6. Install an oversight process.
Have someone else that you trust to check in/check up on the employees performance, results, accuracy, honesty.
7. Identify consequences for inadequate performance, in advance.
This way, no surprises and whatever actions you take are not punitive or arbitrary.
8. Double-check the work yourself from time to time.
This means to review the work, chat with customers, get outside verification.
9. Build in a system of continuous improvement of the delegated task/accountability.
This keeps the employee focused on creating new and better ways of doing what you need.
10. Customize a reward/incentive package, if appropriate.
Everyone has their own unique way to be motivated. Make sure that you understand theirs and create something around that, not around your own way. But don't be too generous -- that usually backfires. Remember, you're their employer, not their friend or business partner.
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