How to Delegate Work to Employees

How to Delegate Work with 9 Simple Steps

 

No leader or manager in the workplace can do every task on their own. Delegation requires trusting your team.

 

Successful leaders invest the necessary time to ensure their fellow employees have the tools, guidance and skills needed to accomplish the task.

 
 

How to Delegate Work to Employees

 
 

Learning how to delegate effectively to co-workers is key to increasing the quality and volume of work you provide for your business.

 

Correct delegation allows managers and leaders to move from what you can do on your own, to what you can manage as an overall project.

 
 
 

Why Delegate Responsibility?

 

Delegating responsibility and authority to fellow employees is one of the most important and effective management skills you can possess.

 

As well as trusting the team member you also need to give them the authority to accomplish it to the best of their ability, often stretching them out of their comfort zone to improve their capability and value.

 

After all, delegation is a great management tool for getting the best out of yourself and your team, particularly when manging various projects. Now, let’s get straight to it, simply follow these simple steps to experience an improvement.

 
 
 

How to Delegate Work to Employees with 9 Simple Steps

 
 
How to Delegate Work to Employees

How to Delegate Work to Employees – Delegation Infographic – by Live And Learn Consultancy

 

 

#1 – Prepare Before You Delegate

 

Preparation is key. You need to take your time and know exactly what it is you are delegating and how you will know when it is completed to the standard you require.

 

Furthermore, be patient, the first time you delegate to a new team member it will take time. Time for them to understand exactly what you want and how they are going to achieve it.

 

 

#2 – Assign Task

 

Delegating the right tasks to the right people is very important.

 

Who are you delegating to? Do they posses skills and will they complete the task thoroughly to your standards.

 

Play to your workers’ strengths, how? Simply match closely as possible, the requirements of the job to the abilities of your employees.

 

The closer you match, the more likely the end outcome will be successful. This will free you up to handle more higher value tasks.

 

Be consistent with the type of task your delegating. For example, delegate the same type of task to the same individual, this will increase the individual’s aptitude and capabilities whilst creating a specialist in your team for those tasks.

 
 

Want help to improve your delegating skills? Live And Learn Consultancy’s popular Delegation Training Course is a great option.

 
 

 

#3 – Be Specific

 

Be specific with the task you are delegating. Why the task needs to be done, when it needs to be completed by, and what are the specific results you expect.

 

 

#4 – Confirm Understanding and Commitment

 

Confirmation is so important. When writing this article on How to Delegate, so many management teams missed this step.

 

They are the two vital stages which usually get overlooked, this would  explain why the manager who initiated the delegating has to complete the task instead.

 

You need to ask the team member to explain exactly what it is they are going to do and when they are going to have it done by. This can be done by sending a quick email.

 

 

#5 – Provide Training

 

As I mentioned in an earlier post called What is Delegation in Management, delegation isn’t abdication of responsibility, it’s not dumping tasks onto someone else.

 

Ensure that your team member firstly has the capability to complete the task on time and secondly the resources to get it done successfully.

 

 

#6 – Follow-Up at Checkpoints

 

When considering to delegate work effectively this is a very important part of the delegation process. Take time to check in with the team member to see how they are getting on, for example;

 
  • Offer genuine praise

  • Offer constructive criticism

  • Provide genuine support to ensure they remain motivated.

 

This is NOT micro-managing. This is ensuring the team member is on course to succeed and knows that there is support if they need it.

 

 

#7 – Don’t Micromanage Employees

 

So, once you have

 
  • delegated the task

  • trained the team member,

  • set up a schedule to follow up,

 

back off and allow your co-workers enough space to stretch their wings. You’re a Leader – Develop future leaders. Learn more about what good leadership is and how to impacts on your team.

 

 

#8 – Offer Effective Feedback

 

Use your monthly one to one appraisals and take time to offer relevant feedback on specific tasks that you have delegated to them.

 

For example, you could ask;

 
  • How did you do?

  • Do you need to improve anything?

  • Have you any suggestions for improvements?

 

By involving your employee, they will feel more motivated and involved to do a better job. After all, managers and leaders don’t have the monopoly on all the good ideas!

 

 

#9 – Say Thanks and Celebrate

 

Always remember to say thank you and celebrate in the most appropriate way.

 

You can add these thankyous into your Ultimate Leadership Diary, if you are on our 12 Month Leadership Masterclass program.

 
 

Top Tip: Don’t say thanks with an email. Say it with a card. Hand written cards are a massive motivator for your team. It shows you take time.

 

 

Final Thought

 

Overall, delegating isn’t straightforward, the process itself may need to be tweaked depending on your co-workers.

 

However, the faster you start applying some of these delegation tips on how to delegate to employees, the quicker you’ll develop the skills and expertise to do it successfully.

 

Understand the process of delegation will never be one hundred per cent perfect, however learn from your experiences when delegating and make the necessary adjustments for improvement. Good luck!

 
 

Related Posts

Posted in: Leadership

Leave a Comment (0) ↓