Step five is to close out the delegation. And there are three vital components to this. And the first is recognition. You need to give clear recognition for what the person has achieved, because that's one of our primary needs in the workplace. Having recognized them and their achievement, the next thing to do is to offer good quality feedback feedback that will help them to develop and grow their learning and understanding of the task that they've done, and perhaps in deeper learning and understanding about themselves in the workplace. We'll look at feedback in a little bit more detail in other lectures.

The final part of this step is to give praise and reward and remember that for most people in most workplaces in most circumstances, the price is the reward. Having someone they respect and look up to a manager, a project manager or a supervisor, a team leader acts wisely and respectfully, and cares about their colleagues and team members. giving praise is the reward in itself. So thank them for the work they've done, tell them they've done it well and consider the benefits of repeating that praise in public, or perhaps offering to put something on their work file, or report their success upwards. mentioned their name in newsletters, or emails to the organization. It's not always going to be appropriate to do that.

One tip that I would give in is that in today's day and age, we often don't have a lot of time. And therefore, we give our praise in passing. It'd be Or perhaps over coffee. Or perhaps we dash our price down as an email. If you want to make a real impact, a short handwritten note that says thank you. I was very impressed with a piece of work you done.

I was glad that I asked you to do it. You exceeded my expectation. I'm super pleased with you. Those sorts of things. In a handwritten note, I have a huge impact. So recognition, feedback, and praise the three elements that will close out the delegation