1. In my experience knowing the Strength and Weakness of each of your team mate is important. it is important to identify the right team member for the particular task. 2. It is also important that the developer document his implementation strategy and get it reviewed by peers/seniors (idea is not to to directly jump to coding before giving a good thought, this is the common mistake non-senior engineers do). 3. Code review by peer/lead are equally important as is the dev testing. This is important metrix to maintain the control over the project.

As an Engineering Manager you have a responsibility for the success of all projects in your domain and the continued development/success of your people. You have assigned a subset of your people to a given project that has a diversity of skills and experience that will allow the project to complete on-time/on-budget. The setting of roles and responsibilities for a particular project allows you and your assigned team to tailor the job titles’ R&R to fit this team’s unique mix of skills and their desires for growth in skills and experience.

Establishing clear team roles is essential for successful task assignment, as it matches duties with individual skills. This improves productivity and ensures high-quality outcomes while making responsibilities and expectations clear. Defined roles minimize misunderstandings and optimize project processes.

As an engineering manager, there are numerous crucial elements involved in striking a balance between project control and delegation. Establish the project's objectives and results first. Assign work in accordance with team strengths, and periodically check in on progress with updates and checkpoints. Keep lines of communication open, offer assistance and direction when required, and empower team members all the while remaining informed and participating in important choices. Review project progress on a regular basis to make sure it's in line with the overall goals. Modify delegation as needed to stay in charge and see the project through to completion.

I follow the RACI framework (Responsible, Accountable, Consulted, and Informed) to define roles and set clear expectations. RACI streamlines cross-department communication and establishes a single point of contact for all project-related matters. As an Engineering Manager, this approach ensures I don't have to chase people, as responsibilities and accountabilities are clearly defined. This enhances efficiency and keeps projects on track.

Setting objectives/goals and dictating them to the team would not be the right way. Working with the project team to jointly develop achievable objectives/goals will lead to the team owning their goals .

Objectives are important, because they are giving meaning, answering the question why we are doing something. Thanks to that thrre is onvolvemrnt of people increasing.

An engineering manager must have complete clarity of the scope of the project to begin with. This would help prepare a project roadmap and define tasks for each team member. Creating a tech doc and an Agile board would be handy. Assigning these tasks would ensure individual accountability, a way to delegate responsibility. Frequent checkins with the team and continuous monitoring would ensure that the engineering manager retains control on the overall objectives of the team and also gives a opportunity to course correct, if needed.

I believe in a document-first culture where all decisions and action items from meetings are documented for others to refer to. This approach brings transparency and allows everyone to comment and share their opinions. Additionally, I emphasize clear and simplified communication to ensure everyone understands and there are no gaps.

As an engineer manager effective communication is the cornerstone of balancing delegation with control. It's crucial to disseminate information through appropriate channels and adopt a clear and efficient documentation system. Distributing announcements with brief descriptions via topic-focused chats ensures that the right information reaches the relevant stakeholders. Avoid leaving important details in group or personal chats, as this can lead to information getting lost. By communicating efficiently rather than just frequently, you maintain control and ensure that updates are not only timely but also properly directed, preserving the independence of your team while keeping everyone informed.

Trust is a huge word. I would be scared to use such words. I suggest build trust. This suggests trust is a process. No relationship personal or corporate blossoms without trust. Leaders have to build trust. It is slow but very rewarding for the one trusting and trusted

Confidence in your team is crucial for effective delegation. Establish this confidence through guidance, support, and occasionally allowing them to tackle difficulties independently. This empowerment boosts motivation, encourages ownership, and enhances team creativity and cohesion.

Although it's crucial to rely on your team to handle their duties, keeping an eye on their advancements is necessary to maintain alignment. Establishing checkpoints and periodic reviews helps track development. This approach allows you to provide help when needed and acknowledge achievements, fostering a positive team environment and ensuring alignment with objectives.

Be ready to modify your delegation strategy as projects progress. Initial methods may become ineffective, so stay open to reevaluating task distribution and workflows. This flexibility helps you address new challenges and information, maintaining effective project oversight and support for your team.

Implementing gamification transforms routine tasks into engaging activities by incorporating points, rewards, and challenges. This boosts employee motivation, promotes healthy competition, and enhances teamwork. Instant feedback allows employees to track their progress and adjust efforts in real-time, fostering a dynamic and positive work environment. Gamification reduces stress, increases job satisfaction, and ultimately improves productivity, creativity, and professional development, creating a culture of continuous improvement and excellence.