Hi Harper, what is the deeper problem? When you ask for help, are you giving clear instructions or abdicating the responsibility, thinking they should... know how you do things?
There may be a deeper problem underlying this. more

Stop excepting so much. Only take on what you can handle. What kind of team player are you if you can’t get help? Are you in position to delegate any... work? If not, that’s why… more

Take time and get to know people and also listen as they talk and you may pick up on what they can and can't do. Also, be clear on the assignment and... b e sure they know you are open to questions at any time for complete understanding, more

Do not underestimate the power of relationship -building, the human aspect, which will increase desired outcomes, regarding work.

This is what has worked for me...Until they are 100% responsible for the outcome, every task comes with clear communication and a deadline. They... report on progress for all projects weekly in an organized meeting at the same time every week. I have been able to handle up to 5 direct reports before I needed to add another layer of accountability. more

Find people that want to actually work, and are they expected to do tasks that you ask them to do? I saw this so many times, I did the work of three... people and 3 people did the work of none. if they are getting paid to work, hold them accountable.  more

First, know if they actually understand the task; if not spare some few minutes and take them through, with time they will capture what is needed and... at the end you will just be doing final touches. more

Follow the others' advice regarding providing clear directions, expectations, training, etc. Also, provide your assigned workers an example of a... successful finished similar project so they can see the finish line. Acknowledge/thank your workers when they produce a successful task. As you have found: Your approach of doing the tasks yourself does not promote a team unit, and is ineffective in the long-term. You seem like a supervisor who wants to improve and move forward constructively. Kudos.
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Team coaching, mentorship program, team building and giving and receiving feedback

Use scribe if it’s simply not being done the right way

Have tried it and succeeded

Train them on the job first and they will meet your expectations

some take other people as machines which you command and does work this is not for human beings you should induct them first then delegate them and... you will see good result which you will not regret of
secondly did you pass them through the interview and see their capability, so you still have a step to take especially showing them love other trying to drive them to do what you want more

How about TELLING them that you really appreciate all the help you will get in finalizing the task/job? Let them know that you are involved 100% with... them to the completion. It's an "US" project: WE get paid on this, not "I."
Respect is a two-way street: are you giving it as well? more

I'm usually like this too. But it's not easy and funny

It boils down to using principles of training and principles of how you set expectations and goals and how much oversight you have at stages. I would... if I were you enhance your library and follow people like Robert Glazier who has written some great business books like Elevate more

I feel your pain Harper. Unfortunately, I had a similar problem with some of the people I hired.

After losing two huge contracts (over $175,000.00)... with firms I worked long and hard to cultivate, I terminated the folks who repeatedly dropped the ball.

The frustration of cleaning up after these folks that I trained for months took its toll.

Lastly, since terminating them, my business, and my life has improved substantially! You may have to do something as drastic as clean house. It worked for me. My clients are happy, and so am I. Seriously...  more

Thanks you do make efforts to delegate but how do you do it. People are never the same when you delegate you give directions to how you want your work... to be done. the kind of relationship also matters is there any friendly relationship to enable juniors come close to you to share their challenges and failures in doing what you want them to do and how you want it to be done . So check your work relationship with your subonates. Thks more

make them do it until it is acceptable to you, if you have to do the work they did every time then you are a lone ranger in that place

Put them on line an I agree with Ruth to know their weaknesses