Delegating effectively

Mastering delegation

5 minutes

Think about how you got to where you are today. There’s a good chance you were probably able to prove yourself because you had tasks delegated to you or you were empowered by your manager. Delegating involves entrusting tasks and responsibilities to others while retaining ultimate accountability. It has three key components, namely authority, responsibility, and accountability. Authority grants individuals the power to make decisions and take actions within specified limits, while responsibility entails the duties assigned to them. Accountability ensures that individuals answer for their actions and outcomes.

Delegation can be seen as a balancing act between giving individuals enough autonomy and guidance to complete tasks successfully. It requires clear communication, trust, and support from both the leader and the team members.

Why delegate?

One of the key benefits of delegation is that it allows leaders to focus on higher-level tasks and responsibilities. By assigning routine or less critical tasks to others, you can free up your time and energy for more strategic thinking, problem-solving, and decision-making.

Moreover, delegation promotes a sense of ownership and accountability among team members. When members are entrusted with tasks and given the authority to make decisions, they are more likely to take ownership of their work and strive for success. This can lead to increased motivation, engagement, and job satisfaction among team members.

Delegation also fosters a collaborative work environment. When leaders involve team members in decision-making processes and assign tasks based on individual strengths and interests, it promotes a sense of teamwork and unity.

Know what to delegate

When deciding what tasks to assign, consider the following factors, including your own strengths and weaknesses, the skills and capabilities of your team members, the urgency and importance of the tasks, and the overall goals and priorities of the organisation. Here are some guidelines on what tasks could be suitable:

Routine tasks

Repetitive or routine tasks that don't require your specific expertise or decision-making authority can be handled by others with appropriate training and guidance.

Low-priority tasks

Identify tasks that are important but not necessarily urgent or high-impact. Delegating these tasks can free up your time to focus on more critical responsibilities.

Developmental opportunities

Tasks that provide growth and learning opportunities for team members can help employees develop new skills, build confidence, and prepare for future roles with increased responsibilities.

Time-consuming tasks

Delegate tasks that consume a significant amount of your time but can be handled by others with less effort. This could include administrative tasks, data entry, or basic research.

Specialised tasks

Tasks that require specific expertise or knowledge that you may not possess can be managed by team members with the necessary skills.

Tasks aligned with team members' strengths

Identify tasks that align with the strengths and interests of your team members. Delegating tasks that play to their strengths can boost motivation, engagement, and productivity.

Remember that effective delegation is not just about offloading tasks but also about empowering your team members, building their skills, and fostering a culture of trust and collaboration. So, it is important to carefully consider what tasks should be delegated to get the best results for all involved.

Who to delegate to?

A great leader knows how to delegate for opportunity! Rather than always giving the same set of superstars important projects, give everyone on the team a chance to regularly do more challenging tasks.

Carefully consider who to delegate tasks to and ensure that there is clear communication and support throughout the process. How do you decide which tasks to delegate to each team member?

It is important for leaders to make sure that tasks are distributed evenly among team members and that no one person is overloaded with responsibilities.

Individual strengths and interests

Each team member may have different strengths and interests, so it is important for leaders to take these into account when delegating tasks.

Skills and experience

Certain tasks may require specific skills or level of experience, so leaders should delegate accordingly to ensure successful completion.

Availability and workload

Delegate tasks to team members who have the capacity and time to take them on without becoming overwhelmed.

It is important for leaders to make sure that tasks are distributed evenly among team members and that no one person is overloaded with responsibilities.

Hellomonday