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3 Built-In Tools for Managing Your Time and Relationships on Facebook

3 Built-In Tools for Managing Your Time and Relationships on Facebook

Facebook has three features that help you manage both time and relationships in your business. They are relatively new features that can completely transform the way you use Facebook.

These features are Search, Save, and Stop.

Business is about people, and your ability to find information about people who matter in your business is important. These features help you do exactly that.

1. The Save Feature

Have you ever been on your newsfeed reading something when all of a sudden, the newsfeed jumps as it updates, and you lost what you were reading? This happens to me daily, then I have to waste time scrolling to find that same post.

Have you ever seen a post in your newsfeed that you wanted to explore? Maybe it was a video or an article, but the timing wasn’t right to check it out.

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The save feature can help in these two situations. With millions of posts being shared each day, it is often hard to consume what you want, when you want. But with the save feature, you can easily find and read any post. To use the feature, click the drop down arrow on the top right side of the post and select “Save”.

For example, let’s say I see an article like the one below that Leah shared and I want to read it but don’t have time. Let’s pretend Leah is a customer or prospect of mine, and paying attention to what she shares matters to me as a business owner because I want to interact more with her and support what she shares. But out of integrity, I don’t want to engage until I have read the whole article.

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    Once you have time in your day’s schedule, you can access all the items you saved on your Facebook homepage on the left of your profile (facebook.com/saved). You will be directed to another page where every piece of saved content is listed.

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      Once you’re done with a saved item, you can click the “x” in the corner and delete it from the list.

      What can you do with these saved items? You can share this curated list with your own followers on your business or personal page, or you can engage in the original post by leaving a comment. Saving prevents you from getting lost down a rabbit hole and losing 30 minutes to Facebook when you really only logged in to reply to a message someone sent you.

      Now that you have a great tool to collect and share content, you may run into another rabbit hole…the never-ending stream of Facebook notifications.

      2. The Stop Feature

      If you are part of any Facebook group that has a high level of activity, your engagement on a single post by commenting can risk you having handfuls upon handfuls of notifications on your profile, letting you know who else commented and what they had to say.

      You may even find yourself asking if you really want to comment because of having to deal with all the notifications that come afterwards.

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      The stop feature allows you to stop notifications for a single post. Whether you post the content yourself or you commented on someone else’s post, you can click the drop down arrow and turn off notifications.

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        This will stop all notifications on that particular post so you no longer get emails or those little red notifications at the top of Facebook. If you really do want to know what people are saying, use the save feature and come back to it later.

        3. The Search Feature

        This feature is a little more advanced but very important for business owners using Facebook.

        Imagine that your client, Joanne, posted an amazing article that you wanted to share, but when you go to her profile you realize that she is a content posting machine. You search and search her profile feed but you just cannot find what you are looking for. Yet you’re sure she posted it just a few days ago.

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        If you type in the word “Joanne” and a keyword that relates to the piece of content you are looking for into the search box, you can find that exact piece.

        You can also use the search feature with just keywords to find people in your network who are actually looking for your services.

        Facebook may very well become the new Google for finding the things that people you are connected to share!

        How do you see Search and Save helping you to connect better with people?

        Featured photo credit: Mans Hands Woking On Laptop And Smartphone With Coffee/Ed Gregory via stokpic.com

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        Last Updated on October 14, 2020

        Delegation of Authority: The Complete Guide for Effective Leaders

        Delegation of Authority: The Complete Guide for Effective Leaders

        Do you absolutely hate failing? You’re in luck because, today, you’ll learn the art of how to tackle failure in your work life. The magic trick is called delegation of authority.

        Failure is often a result of excess burden. When you take on more than you can handle, you are unable to perform well, even if you have the expertise to do it perfectly. It’s demotivating, a waste of time, and extremely annoying.

        Let’s take a deep look into the delegation of authority to figure out how to make the most of it.

        What Does It Mean to Delegate Authority?

        Delegating authority is neither magic nor rocket science. It is exactly what it means: division of workload and distribution of power.

        Now, this is where most superiors get worried. They misunderstand the idea and believe that distribution will take away their authority.

        However, the division and distribution of authority are like giving the entire team autonomy over their own job, but their control is limited to just that.

        The superior still has supremacy over all the employees.

        Authority delegation minimizes the workload of the superior. This work is broken down into smaller tasks and spread out into a team so that every member works simultaneously to finish the project in a shorter time.

        3 Elements of Delegating Authority

        The delegation of authority has three elements:

        1. Assigning Responsibility

        This is the first step in the process. A person who is in charge, such as a manager or a team leader, assigns other team members certain tasks that have to be completed in a given period. Of course, this is only possible if the superior has more control and authority in the work environment than the subordinates.

        2. Granting Authority

        The next step is to give the subordinates enough authority and responsibility for them to complete the task and act independently.

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        So, let’s say you are a supervisor who allocated one person in your team to do a certain task. This assignment will be useless to you if the subordinate has to come to you every step of the way to get permission and signatures required to fulfill the allocated job.

        Unless you’re giving authority, you aren’t delegating. Instead, you’re only assigning a task, and that won’t bring you any benefits.

        Also, granting authority puts the subordinate in charge. This person is now responsible for doing what they’re assigned, however they like. It’s up to them how they tackle obstacles. All that you as the supervisor should be concerned about are the final results.

        3. Maintaining Accountability

        There’s always a risk that some team members may not act responsibly, especially when they have been given authority over the assigned task. This is why you have to make every employee or team member accountable through some rules and regulations.

        The superior must always have the right to ask the responsible person about their task[1]. Creating an accountability culture in a company is important, and accountability goes upwards in the hierarchy of a work environment. Never offer any leniency in this regard if you want to ensure quality outputs.

        This step of giving and receiving feedback helps improve the future work ethic immensely.[2]

        Effective delegation of authority

          Why Is It Important to Delegate Authority?

          Many times, superiors take on all the duties because they have a hard time trusting someone else to do the job as well as they would do themselves.

          That’s a valid concern, and it may keep you from getting the most out of authority delegation.

          But, with this risk comes a long list of benefits. It is actually important to delegate authority for the betterment of your organization and team.

          Superiors Can Perform Better

          The most important benefit of delegating authority is that the manager divides authority and gets the time to do their actual job.

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          As a supervisor, your first duty is to maintain the flow of your team. With your workload minimized and more time at hand, you can pay attention to the minor details.

          It gives supervisors the time to look at the more important stuff. Simultaneously, they get a chance to test which team members are most efficient. In case of any problem, the delegator has enough room in their schedule to sit down to figure out a solution.

          All in all, it leads to a more efficient performance from the supervisor’s side.

          Subordinates Learn With the Flow

          With a degree of authority in their hands, the subordinates begin to feel useful and important. This feeling is the most important route to improvement.

          As your subordinates work independently, they not only improve their existing skills, but they also perform better. Since they are ones in control, they are the only ones accountable for everything they put on the table. This sense of responsibility provides the mandatory boost of motivation[3].

          Moreover, with the delegation of authority, the superiors and subordinates work on the same level to a certain extent. This allows the team members to learn from their supervisors while also polishing their knowledge practically.

          Leads to Better Relationships

          If you’re in charge of any team, work as a manager, or own an organization that you run, you already know why employee-employer relationships are vital.

          The same applies to every workgroup.

          So, even if you’re just one small group of 5 people in a multinational organization, the rules are coherent.

          By letting go of some responsibilities and giving individuals a chance to grow, you’re spreading positive work vibes. It all works in a cycle where you give the team some authority, they feel important and outperform, your trust in them strengthens, and you continue to delegate authority moving forward.

          5 Tips to Delegate Authority Effectively

          There is a whole mechanism that supports the delegation of authority.

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          If done right, this concept has numerous advantages. However, the key is that it’s done right.

          1. Choose the Best Person

          It’s not easy to trust another person to do something that you would have preferred to do yourself. That is why it is crucial that you only delegate a task to someone that you have full faith in.

          The easiest way to do this is to pre-asses every team member’s skills and qualities. In your mind, have a clear idea of who does what best. So, if there is one particular individual who excels at technology, you will know where to go every time there’s a job related to that skill.

          Once you’re satisfied with who is in control, more than half of the issue is resolved and things will most likely go smoothly.

          2. Offer Enough Autonomy

          One huge mistake you may make is to break down tasks too much.

          Let’s say your team of 10 people has to arrange an office party for 100 people. You have to manage the location, decorations, food, and furniture.

          You can either assign 4 individuals each of the 4 main jobs, or you can divide each component further into small tasks.

          In the case of the latter, tasks will overlap, things will get confusing, and none of your team members will have full control over their assigned task.

          This generally leads to a final result that is extremely non-coherent.

          3. Clear Communication

          A major aspect of delegation is the availability of clear instructions. From details of the task to deadlines, the person who has to fulfill the job should be clear on every single detail.

          Unless they know what’s expected from them, they will never be able to satisfy the delegator.

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          You can learn more about effective communication in this article.

          4. Avoid Unnecessary Pressure

          Yes, diamonds only form after the charcoal is put under immense pressure. But, honestly, you don’t need to implement that strategy in your work environment when implementing delegation of authority.

          Offer plenty of time and flexibility for each individual to be able to offer their best performance.

          Some people may work better under pressure. In that case, let the individual make that decision for themselves.

          5. Offer a Helping Hand

          Just because you’ve given someone else the task and power does not mean you have to back off completely.

          In fact, you should try to be a part of the process, but only from outside a defined boundary. This is something you’ll have to figure out practically as per the needs of your work environment. However, it will ultimately lead to you being a more respected leader:

          The important point is that if someone is facing an issue with the delegated task, do not refuse to help. Offer advice and support readily so that your team can learn from you. It will end up benefiting your organization.

          Final Thoughts

          Conclusively, it is safe to say that the delegation of authority is a very helpful technique to adopt in workplaces. It allows for a positive working environment as well as fruitful results.

          It’s something that all leaders should implement to achieve a time-efficient and productive workspace!

          More on the Importance of Delegation

          Featured photo credit: Dylan Gillis via unsplash.com

          Reference

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