Even with great communication and delegation of a project, sometimes things fall through the cracks. This is simply a part of the job. Sometimes, employees are juggling a lot at once, or sometimes things are miss-communicated, but the best way to catch these mishaps before they become massive errors is to follow up with them. This is a part of the communication process. Follow up shouldn’t be judgmental or condescending towards employees if they have encountered an issue. If your tone or words communicate, “I don’t trust you to properly accomplish this task” it could be damaging to the workplace environment.
Follow up should be as simple and as casual as:
“Hey have you gotten a chance to ___?”
“Do you have any more questions or need any thing to do ______?”
This is an effective way to positively check back with your employees on their projects.
Another important part of follow up is feedback. Great managers are open to give and receive feedback for tasks. Whether there is a conflict or a job well done, the best way to communicate is through strong feedback. This can be a formal evaluation, or informal such as, “It was really great when you did ______.” But the most important part is that you are both detailed and tactful. When giving feedback make sure that you tell the employee what exactly needs improvement, or what they did well, and make sure that you say it kindly. This means, that if there is need for improvement, it should probably not be done publicly. Remember, that positive feedback is just as necessary and valuable as constructive feedback. When employees know their strengths are valued it empowers them and strengthens your work relationship.