Lack of performers to whom tasks can be delegated

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The more detailed the technical specifications, the easier it is for the contractor in the process and the less time will be spent on edits. In addition to technical requirements, it is also worth setting expectations. For example, that statistical data in the report is better displayed as a diagram, and not as a link to Google Sheets.

Problem #3: Not understanding who can handle what task
A manager may face this problem when joining a new team. When it is difficult to assess the skills of colleagues, it seems that it is better to do everything yourself.

A Senior PM does not need to conduct standups in other project teams, oman email list decompose a task after grooming, or update project documentation. He can delegate this to colleagues. But in order to correctly assign performers, you need to know the strengths and weaknesses of employees.

It is also important to track progress in skill development or lack thereof. 1:1 meetings and 360 Performance Review will help with this .

Problem #4:
At the start of a project, it is not always possible to correctly estimate the volume of tasks. If there are not enough performers, the manager should ask other managers for help and together prioritize tasks and distribute resources.

Imagine that the UX designer of the project team is sick, and the client has sent edits to the appearance of widgets on the main page of the application. The edits are small, but they need to be made urgently. In this situation, you can contact the CDO or the Head of PMO. Perhaps they can allocate the time of another designer if your task is a priority for the company right now.