Being a Boss is tough....
Being a 'Lead' is very tough...
Four people work under me and it is difficult to manage.
Three of them joined the company with me and I find it very difficult to assign work to them...
And many times I end up doing their work...
Do any of you face the same issue???? Any help???
7 Answers
It sounds like you were promoted above the other workers who were hired with you. That's good. Now it's time to demonstrate abilities for which you were selected. Here's one site that offers advice I have found useful:
How to Delegate Buena suerte
The problem that you are describing usually has to do with a lack of of a clear definition of responsibilities.
I suggest you figure out first who is supposed to be doing what in your team. Then you may call a formal team meeting, and explain that you have analyzed the work requirements, and also the skills and experience that everyone brings to the team (you really must do this analysis, by the way). With that in consideration, you will proceed to distribute tasks and responsibilities, and you are confident that everyone will be able to contribute their best effort for the common good.
You should be open to listening to a limited number of suggestions, but don't let your subordinates tell you what to do. Just listen for a few minutes, make notes, and announce your final decision.
If you are clear enough, you should be able to do that right away. If you need to think about it, then adjourn the meeting, and give your final, unquestionable decision the next day.
Then it should be easy to distribute the work according to the structure you have created. Stick to it, and don't be afraid to call people to task if they don't do their part, or don't do a good job.
A boss needs to know how and when to motivate her team, to praise them (publicly), to discipline them (privately), and to fire them. That all comes with time and experience... and with doing.
Good luck!
Hi Vaanz, Does everyone have a clear job description? You can develop clear guidelines on what each person needs to do and have it written up. Then, you have something to show them on paper about what they are supposed to do. When they don't do it, you can write them up and get rid of uncooperative employees and hire new ones who are willing to follow all of the job tasks. The most important task here could be completing the work you have assigned to them in a competent manner. See this link on writing job descriptions.link text
Hi Vaanz,
It is an honor that you have been chosen to be in charge of others. Your superiors must recognize specific leadership skills in you. Now it is up to you to let those skills shine. 
It is very easy to get caught up in trying to please others. This is especially true if some of the people under you are your friends and peers. However, now it time for your skills and talents as a leader to stand out. Your responsibility is to do what is best for the company and to do what is pleasing to your bosses. This is not a popularity contest!! Remember you are in a unique position to make a difference. 
Most importantly, do not do work that is assigned to other people. You are not doing them any favors. 
So sorry Vaanz, I have never been in a position like that so really cannot advise you but I will say that you are obviously the one with the ability and you were chosen because of that. Of course (people being the way they are) there may be a bit of resentment but you will have to be strong and lead in the way you know how. And of course you know that they have to do the work you assign. Try not to fall into that trap. All the best, ¡muy buena suerte!
My only addition to Gekkosan's and Sanlee's excellent posts is to learn more about team building, especially goal setting and sharing responsibilities as a team.
The first step to this is to facilitate a group discussion with your team on mission and purpose, making sure that all of you are clear on what you are supposed to be doing.
Then, you can embark on a SWOT analysis: Strengths, Weakness, Opportunities and Threats.
If your management has given you clearly defined, quantitative goals, then you should make these clear to the team. If not, you and your team can develop your own goals.
Once you have agreement of the goals, you can discuss what each person's role is within the team.
Reaching group consensus on responsibilities and goals will make your team self-reinforcing. It means that "everyone" decided that a given team member's responsibilities are to do certain tasks. If that person drops the ball when you are out of the office or otherwise preoccupied, the other team members will 1) not do their work, 2) tell you about it, so that you can correct the team member who is falling short of expectations.
I also believe that is is important to have regular meetings (weekly) for the team members to update you and the others on their progress toward their goals. You should also meet with each team member once a month to track whether they are meeting their goals or not and to take corrective action.
As the leader, it is also important to be able to clearly communicate what you want the people underneath you to do. Do not be afraid to say, "I direct you to do...." You are the boss. If you make it clear exactly what you want them to do, they will do it. Failure to do what your boss tells you to do is insubordination, and in most organizations is cause for dismissal.
I was in a very similar situation and overcame it by setting strong objectives for the team. Although it can be difficult to manage others, people are generally motivated by challenge and responsibility, and although you may not feel like it, they are looking to you for leadership!
I began by establishing a departmental strategy and plan. I just took the team out for an hour to a cafe and used the time to brainstorm (as a team) what the key issues were, and where the department was going. This provided some initial "buy in" from the team, and it was then easy to set individual objectives, with clear expectations, deadlines etc. Tying this in with your organisation’s strategy making processes / personal development reviews etc helps!!
I also meet with each team member on a weekly basis, for half an hour. I found this website really useful in not only structuring the one-ones, but also in general management. Have a listen to some of the other podcasts too. I found them a real source of inspiration!!
http://www.manager-tools.com/2005/07/the-single-most-effective-management-tool-part-1
http://www.manager-tools.com/2005/07/the-single-most-effective-management-tool-part-2
Good luck!! 
