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Thanks for invitation,
As a manager or a team leam leader, the quality of any job done by the team, is in fact my own responsibility, therefore I have to closely supervising and following up all the processes in addition to focusing on the team outcomes, and in case i have pointed out any plan's deviation due to any reason, I have to immediately intervene in order to correct this deviation, and ensure that same will not repeated once more.
Thanks
I totally agree with the answer which given by my colleague Mr. Ashraf
Thank you for the invitation ;
The leader or officer is the only qualified person who must make up the shortfall no matter what.
Of course I do
Thank you for the invitation.
Work is not completed or done for the person because they have to learn to complete their task in the required time frame. Assessment is done through a one-to-one on a routine to see the learning gained.
The following steps are offered to the person in order to learn:
1. Shadow training is given to the person for them to gain knowledge and skills on the job and for them to complete their task in a routine basis.
2. A mentor is appointed for the person to guide him or her and for the person to spend time with the mentor and ask questions relevant to the job if in difficulties.
3. A 45 minute one-to-one is given to the person for a month once a week with a routine survey on the medium shared like a video related to the company and to the job needed also a audio shared for a listening session for 30 minutes and then three questions asked on the job and a written test at the end of the month to learn from the person how it has helped him or her for his job.
4. Enrol the person on a Continous Performance Development and short term course to help him with his job like computer awareness, Gallant crane operstions if he is doing any job for this, Microsoft packages for his knowledge and skills of the operation part of his job, Read the company files related to job projects completed to get an idea of how they were completed.
5. Allow him to work with a person who can give an update on his skills learned in the process.
6. Award him with a certificate of completion for him to feel happy and for the company to appreciate his effort in his job.
7. A survey conducted by the company manager any ten questions job related to check his skills and a report filed in relation to his participation.
There is no stress in this routine but a growth curve in the staff, empowering them to do well. Read a good book like (1) The Power of Positive thinking (2) Gaining Confidence through exercise.
My first question would be, "Why are there such incompetent people in your team ?" You should go back and look at the Hiring done for the specified role and take valid explanation from HR.
Now, if you encounter, who lacks these skills, and if your time permits, invest time in bringing them up from scratch with necessary skills required for the role assigned. If you see a positive sign and willingness from them to learn and excel, Great. Else, get someone better for that role immediately.
Having said that, each role and responsibilities are defined. You should look forward to take more responsibilities and carrying new opportunities, rather than, going back and working for your subordinates.
As captain I have 3 bridge officers, each with specific tasks, I have a chief engineer who runs all technical work onboard, so lets go to my bridge officers.
I will not perform their duties, but guide them and build them, will train them during the time of their shift, and if by my judgement the person is facing problems I would change their shifts in such a way that the person in question would have an easy shift to gain the knowledge, experience to eventually run his duties as required.
Once I would start doing their job it will mean that my overview over other parts which are important will not get the attention it needs.
So no I will not do his work, but will see to it that he is properly guided and if needed hooked up with a more senior collegue who can assist me training the person in question
