There's more to delegating tasks in the workplace than just asking a member of staff to do something. If you want to delegate effectively, you have to include mutual consultation and agreement between yourself and the individuals in your team. Solicit team members' reactions and ideas, thereby bringing trust, support, and open communication to the process.
You can delegate much more effectively starting right now by putting the following steps into place. You and your team will thank you for reading this blog article today.
1. Choose the right person for the job
You must understand your employees’ strengths, weaknesses, and preferences - and delegate tasks based off of that information. For example, do not continue to delegate group tasks to someone who works better by themselves - it's not productive of their time and you're likely to get better results if you play to the individual's strengths and preferences.
Or here's an even better idea, let your team members choose the tasks they’re delegated. Not only does this build another kind of trust between yourself and them, but it also helps you inspire your team. A win, win situation all round if you ask me - give it a go and se the difference.
2. Explain why you’re delegating
If you’re delegating a task out of the blue, it really helps when you provide context and reasoning for why you’re giving them the responsibility. Tell them why you chose them specifically and how you hope to see this help them grow. Let them see for themselves that the delegated task you've given them is an opportunity to take on more responsibilities or grow new skills.
3. Provide the right instructions
Tell your employees the goals you hope to hit and let them tackle the problem in their own way. This ultimately means do not micromanage them. As long as you get the result you’re looking for, that’s okay - leave them to do it their way. Not only does this again put responsibility on the employee and shows them you trust their abilities, but you might also find a better/ more productive way of doing things by observing their ways. Certainly something to consider.
4. Provide resources and training
You must make sure the employee tasked with the job or project at hand has the tools and resources they need to be successful. Whether that's books, tech, software etc, it is your responsibility to make sure they have access to them and know how to use them. For example, you can't expect a member of staff to digitalise spreadsheets if they are given a functioning device such as a laptop, or the data that needs to made int digital content.
5. Delegate responsibility and authority
Foster an environment where people feel they’re able to make decisions, ask questions, and take the necessary steps to complete the work. This doesn't just mean hiring managers to take responsibility and manage different areas/departments within your business, though this is always a good idea. It also links back to not micromanaging your team members - you hired them for a reason, remember that and let them blossom in the knowledge that you believe in them and trust their abilities to get the job done.
6. Check the work and provide feedback
There’s nothing worse than a manager who delegates a task or project to an employee and then blames the employee when something goes wrong. Don’t be that manager.
Check the work you delegated when it’s complete, make sure they did it correctly, and give them feedback needed to improve going forward. Tell them the things they did well, and areas they can improve, and watch your team member take that information to improve their abilities.
7. Say thank you
Remember your manners - after all, they don't cost anything. So when the task you delegated is completed, show them genuine appreciation and point out specific things they did right or well. Let them know that they are valued and that the hard work they do for you is recognised - then watch their face(s) light up.
