Tasks are distributed to people who are more productive in different positions. Most managers automatically assign tasks to the lowest-performing people, but certain positions need to be exercised with care and specific attention, so it is important to make sure you have delegated specific tasks that will bring about high ROI to companies.

(Dasia Moore)

Here are some tips to pick certain areas in your company:

Unoccupied positions–unused front-line managers

Assign these managers to unfamiliar jobs and give them specific orders to establish strategic direction at the “global solutions level.” These strategic level managers will be able to carry out important tasks at the global level on a very technical level and be more effective in accomplishing their tasks. An example of a strategic level manager would be the global CIO, who would be in charge of building out and maintaining corporate IT systems. These role changes encourage strategic collaboration and provide a new opportunity for brainstorming at the top. The CIOs that are replaced now can focus more on strategic decisions, because they no longer have to execute the tasks assigned them.

Work is done to high quality at all levels, be it development, business, research, or customer service.

Work needs to be done in an optimal way and done at levels that deliver quantifiable benefits to businesses. This improves companies’ ability to efficiently spend their marketing and IT budgets.

Do more important tasks with less people

The G&K workers are on duty, so they don’t need to do less important tasks. However, by implementing a joint “priority” approach to projects, G&K workers can save time by taking less administrative tasks.

For example, at my company, we have communicated the requirements for creative work in the sales department (e.g. online advertising campaigns) to the HR department and the advertising department. From the advertising department perspective, creative work often overlaps with the non-invasive, low-impact tasks needed to stay accurate in the advertising content. On the other hand, this can be very beneficial to the HR department, since the HR team no longer has to assess the same creative files by reviewing all written details and notes and waiting to be copied for weeks. However, creative work is always necessary, so the creative team is still needed. The new “priority” approach used in this instance is that the marketing department specifies clearly the tasks and advertising material to be produced; the team can get on with creating and implementing the creative content that fulfills those creative mandates.