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how to delegate work to employees

how to delegate work to employees

Is This Something I Should Do? It's clear which task should go to which intern because this is a cut-and-dry example. One disadvantage of delegating to employees is giving up control over tasks that should be under your direct charge. Authority. For example, if you have administrative tasks to delegate, you’re going to want to delegate those tasks to someone who is organized—not an employee who constantly has papers scattered haphazardly all over their desk. Be sure to select dates that are reasonable enough that they can be achieved, but aggressive enough that they inspire your workers to keep the task top-of-mind. Some leaders don’t want to explain too much, out of busy-ness. Employees complain when they share that they are extremely interested in more responsible work and taking on new challenges, and the manager just gives the … Following up occasionally, especially for long-term tasks, gives you insight into progress, and gives your employee the opportunity to bring up any questions or obstacles that have arisen in the process. Authority and respect are also important when dealing with your peers in a delegation scenario. If you feel like nothing can be delegated, try breaking down your tasks into what skills they require--take a look at the tasks that require the fewest skills, and consider training someone else to handle them. Use a feedback loop to make future delegation easier. Tell and Sell to Get the Member Buy-In. You know which employees you want to delegate those tasks to. Ask how effective you were in setting expectations, and if your timelines were reasonable. Now, you don’t need to be completely hands off; if you’re delegating a task to someone for the first time or your employee needs to learn new skills in order to complete the task, scheduling a follow up to check in, see how they’re doing, and make sure they have enough time and resources to finish the delegated tasks is fine. Delegate the whole task to one person.. Delegating effectively is an important skill to develop, especially as you move up the corporate ladder, so the sooner you start putting it into practice, the better. A delegation habit is one of the keys to leadership success. Forward work that could be done more efficiently elsewhere. Delegating work is essential to the successful growth of any organization and thus it is imperative for leaders and managers to learn to delegate properly. Sometimes, you need a little help to get everything done on time. If you neglect any one of these steps, you run the risk of miscommunication, misunderstandings, demoralization and poor performance. If you have a technology-related task to delegate, you’re going to want to delegate it to one of your more tech-savvy employees—not the team member who is still getting up to speed on Word or Excel. Assigning routine work is quite different from delegating work. One of the hardest parts of delegating is letting go of control. It’s about giving them more responsibility and trusting them to take on more within your company. Being able to effectively delegate to trusted members of your team is one of the most important management skills to develop as a business owner; it allows you to offload specific tasks to your team, which can free up your time to focus on growing your business. Identifying the right tasks for delegation starts with looking at the tasks you’re currently managing yourself and figuring out which tasks actually need your involvement—and which can easily be managed by other members of your team. 1. If an employee is not familiar with some aspects of the work, offer some training to prepare them for the task. Learn how Izzy’s Brooklyn Bagels got their time back. 4. Ask them if they were comfortable executing the task, and if you've given them all the information they needed. Track time and location in real time for your employees. Match the Person to the Job Find out how S-G-Electric got 15 mins more productivity from each worker every day. Successful delegation is partially a result of successful relationship management, and relationships take the commitment of multiple people. When passing work sideways a friendly note is always appreciated. Probably not. First, let me say that micromanagement is not advisable. Not all tasks and responsibilities are created equal—and if you delegate responsibilities or tasks to someone that isn’t suited to tackle them, you’re not going to get the desired results. After you’ve found the perfect person for the job, you still … Define the desired outcome. The biggest benefit arising out of delegation is that it frees up a manager’s … Sometimes, efficiency isn't about shifting priorities or working on things in a different order. In a work setting, delegation typically means the transfer of responsibility for a task from a manager to a subordinate. You know what tasks you want to delegate. Use follow-up tasks to keep your workers on point. When employees are involved in important projects, they work harder. You must present yourself as a respectable authority in the workplace, and not someone just trying to pass off work, and you must also let your coworkers know that you respect and appreciate their willingness to help. If you aren't sure who to delegate the task to, present the task to a group of your coworkers, and openly ask who might be the best to handle it. How to Delegate Work to Your Team Without Being Annoying As a manager, one of the best ways to prepare your staff for future assignments is to delegate tasks that will (kindly) force them to stretch outside of their comfort zones. Part of being a good leader is understanding your employees’ strengths, weaknesses, and preferences. For cascading impact, take the time to teach others how to successfully delegate tasks to their subordinates. The point is, if you want to drive your desired results with delegation, the tasks you choose are important—so make sure you’re putting thought into which tasks you’re delegating. But how, exactly, do you delegate work to employees? Why the task needs to be done, when it … As a result, there will be some tasks and projects that you'll have to tackle on your own, but there should also be a set of tasks on your plate that someone else can handle. Delegate it to someone who prefers collaborating. Assigning work is allocating the normal routine job which he has to do, as it is a part of his duty. 2. Making good use of those unique working personalities will result in more overall efficiency. free up your time to focus on growing your business, delegate a somewhat tedious data entry project. to give the task to an intern. That’s Hourly. When your workforce runs like a well-oiled machine where every individual plays a crucial role, company culture will skyrocket. As a business owner, chances are, you typically wear a lot of hats. Keep in mind what your employee’s opportunities are, and work in double checks/coaching around these (don’t just delegate … Sometimes, it’s just a matter of figuring out a way to find more … But if you want delegation to enable you to get more done in your business—and encourage growth in your employees—letting go of that control and trusting your team to complete their tasks is a must. And now that you know exactly how to delegate work to your employees, you’re armed with everything you need to delegate your way to success—success for yourself, success for your business, and success for your employees. Some CEOs/owners don’t want to show employees the big picture. How to Delegate for Growth and Performance of Your Employees 1. In some cases, this will be extremely simple (such as "enter this set of data into this spreadsheet"), but in other cases, you'll have several simultaneous goals. Benefits of Delegation. The last tip on how to effectively delegate tasks to employees is the importance of giving constant feedback. Delegating a task, only to nitpick every detail and every choice your coworker makes while executing that task, will only frustrate your coworker and make you busier than you would have been had you just tackled the task yourself. Thank you! Delegation specific work is totally at the discretion of the concerned manager. The point is, delegating isn’t about telling your employees to do something for you. Bottom line? While effective delegation techniques are rarely taught, the good news is that delegation is a skill like any … Establish a firm priority system. When you delegate a task to one of your employees, you want to empower them with any information, training, or support necessary to successfully manage the task—and then you want to step back and give them the space to get it done. The more your employees don’t understand something, the more work, you (owner/CEO) have to do. If you’re still apprehensive about delegation, start small and ease yourself into it. Identify key opportunities for delegation. Powered by Hourly, Backed by A Rated Carriers. It will be up … Delegate a mixture of tasks to ensure fairness to you and your staff. Points To Focus On When Answering Questions About How You Delegate Tasks To Employees Make sure that you are able to convey to the interviewer why you think that delegating tasks … Instead, use the strength of your department's own resources--such as partners, subordinates, or interns--to evenly distribute the workflow and get the best results for your company. So, the first step to successful delegation? Timelines keep people focused, and hold all members of the group accountable. If you need to delegate a task that is going to require a lot of collaboration to complete, don’t delegate it to someone who very strongly prefers working alone. If you're overwhelmed with work, preserve your department's efficiency with these seven delegation strategies: 1. Even if you are the best at doing the work you plan to delegate, realize that delegating work allows you to do other things with your time. Micromanaging isn’t an effective management tool—and it’s not helpful to you, your employees, or your business. For example, let’s say you have to delegate a somewhat tedious data entry project to one of your employees. It's also important to set a tone of respect, so they understand they are being relied on and appreciated. Finding the right person for the job is not an easy task. Doing so ensures that each member of the project has access to the same agreed-upon information, and no dates can get lost in translation. Bear in mind that successful delegation is a result of various things – a good working relationship, proper people management, and commitment to excellence. When working with a large group of people, it's important to set the tone for your position in the relationship. As part of the letting-go process, start developing a priority system … For example, if you’re currently managing your marketing strategy and implementation—but have an employee who is interested in moving into a marketing management role—you might consider delegating some marketing-related tasks to them. Your delivery will go a long way in how your delegation request is received, how your employee feels about the new task or responsibility, and how successful they’ll be in completing it. In addition, when you delegate tasks that have to do with highl… Play to your coworker's strengths. Doing so can proactively protect against the possibility of miscommunication or a failed execution of the task. Be Specific. Explaining the why means you have to step back and show your employees the big picture. Some leaders see their role as an opportunity to shed the responsibility for the boring tasks on their list and dish them out to their team. See how Touch of Stone got the big picture to price future jobs better. Once you’ve identified tasks that can be transferred … How to Delegate Start by specifying the outcome you desire to the people you trust to deliver it. Establish a clear set of objectives for each task. Delegate with authority to your employees, but with respect for your employees’ talents. This is particularly useful for learning the strengths and preferences of your coworkers over time. It can feel like you’re trying to do a million different things at once—and with so many tasks and responsibilities on your plate, it can be easy for things to fall through the cracks. Entrust and empower. Work together with your coworker to establish a mutually agreed-upon timeline, from the beginning of the task's delegation to its final execution. Delegating to the right person. Something went wrong while submitting the form. As such, you should check in regularly and provide feedback. Specify tasks properly and don’t hand them over at the last minute. Select the right person to delegate to.. Not everything can be delegated. Don’t stop asking your employees to do tasks when needed, just recognize that’s not real delegating. Establish authority and respect. Construct a timeline. When working with employees or interns, it's important to set a tone of authority, and that you expect them to work as instructed. Maybe you’re protective of your work, you love performing a certain task, or you worry about your team’s capabilities. Select the person. The decision to delegate is usually made by the manager. To delegate effectively in your work with others, there are six steps that you can take. When passing work upwards, add your own thoughts and recommendations. No matter what, it's also a good idea to send a follow-up email, so all your expectations and task objectives are referenceable and in writing. Ask for possible volunteers if you have equally eligible employees for delegating the task. Most of your tasks won't align themselves as conveniently, but the principle is still the same. The next step in the delegation process? Delegate Work That is Interesting. It also gives your team the ability to expand their skill set, learn new things, and get better at their job. And how can you ensure that your delegation process is an efficient and effective one—both for yourself and your employees? You can even offer constructive criticism when it’s appropriate. You also have two interns who could potentially handle the work--one has great people skills and the other is a fantastic writer. Even within your department, your coworkers all have unique skillsets, unique preferences, and unique talents. How to Delegate the Right Way. But the entire reason you’re delegating tasks is to get things off your plate and free up some of your time and energy to focus on more important issues in your business—and if you’re spending that time and energy hovering over your employees’ shoulders to make sure they’re doing their work correctly, it kind of defeats the point. But if you want to grow your business, delegation is essential. Run payroll, track time and save on workers’ comp. While there are many responsibilities that are appropriate to share, there are others that the company expects you alone to undertake. Oops! Delegation is one of the best management tools for increasing employee morale, job satisfaction, trust between team members and manager, and the company’s bottom line. Before you start delegating, make sure you’re delegating tasks to the employees who are best equipped to manage those tasks—otherwise, you’re setting yourself up for disappointment (both for yourself and for your employee). 5. It may be difficult for you at first, especially if it feels like none of your tasks can be delegated, but eventually you'll find a rhythm. If you're overwhelmed with work, preserve your department's efficiency with these seven delegation strategies. This is especially useful for tasks that don't have a strict deadline, or complicated tasks that will encounter several milestones before being completed. Avoid “upward delegation,” the temptation for the employee to shift responsibility for the task back to you. No matter what type of task you're delegating, … That’s where delegation comes in. However, sometimes an employee will volunteer to take on an expanded role. Be specific with the task you are delegating. 7. When you delegate a task to one of your employees, you want to empower them with any information, training, or support necessary to successfully manage the task—and then you want to step back and give them the space to get it done. For example, let's imagine you have two tasks you want to delegate--one requires making phone calls to a client and one requires writing up a proposal. If you send them an email with a quick description of what you want and sign off with “get this done by Friday,” it’s going to be received completely differently than if you sat down with your employee face-to-face, explained the project and why it’s important, and asked them if it’s something they feel comfortable taking on. If you're the best person in the office at the relatively monotonous task of assembling hard drives, but you've got an important presentation you need to prepare for, it's O.K. Your delivery when you delegate a task is what’s going to make them feel respected, valued, and appreciated (or not). Delegating is about working as a team. Establish a clear set of objectives for each task. Examples include conducting performance and salary reviews as well as training, reprimanding and terminating employees. When it comes to delegating tasks, the tasks you choose to delegate will play a huge part in whether you get the desired outcome—or you just end up frustrating yourself and your team. The ability to delegate is one of the hallmarks of a successful leader. For example, as a business owner, you would probably want to continue to manage important tasks like business strategy, meeting with your legal team, or interviewing new high-level employees (like a VP of Marketing). You hired your team because you trusted in their intelligence and skills—so, if you’re going to delegate a task or responsibility, trust them to get it done. Sometimes, your workload is simply too much for one sane person to bear, and you need a little help to get everything done on time. Like with the task objectives, it's a good idea to send out an email recap that reiterates each phase of the timeline. Keep up to date with progress, and focus on results rather than procedures. Delegate tasks based on skill and experience. Part of being an effective delegator is being able to determine which types of tasks are suitable for delegation, and which types are not. It also helps with time management.. Teach Others to Delegate. Some professionals fear delegation because it means relying on an outside party to execute quality work, but if you surround yourself with reliable workers, you'll never have to worry about things being done right. In addition to identifying tasks to delegate that you don’t need to be managing, you can also identify tasks to delegate to specific team members that might help support their career growth. Ask them to brainstorm delegation strategies geared towards improving day-to-day operations and have them run their ideas by you before they mobilize their plans. Set reminders for yourself to follow up occasionally and ensure the task's timely, effective completion. 3. You have earned your position in the company because you have the skills and the experience to execute the work successfully. In a previous article I explained how to determine what to delegate and also the difference between assigning a task and delegating. Ask: 'What is the result I want accomplished?' Of all the delegation skills you can master as an effective leader, how you actually delegate tasks to your employees is one of the most important. A payroll platform that works as hard as you do. Track time automatically, reduce payroll errors, increase productivity. Choosing the right tasks is an important part of effective delegation—but so is delegating those tasks to the right people. The idea is that you don’t want to just “dump” this on the employee…your intention should be around development. But do you really have to be the person posting on social media or answering customer emails? 6. To delegate work to an employee doesn't mean simply to assign work to an employee that he does daily. Volunteers. Depending on the size of the task you're delegating and the type of person you're delegating to, it could be helpful to have a face-to-face meeting to go over expectations and any questions your coworker might have. Your submission has been received! What’s the best process to follow? No matter what type of task you're delegating, make sure to take the time to clarify all objectives for the task. If you're overloaded with work, you won't be able to do your work as effectively, and if you're constantly stressed, you're more likely to become sick or develop chronic ailments. Knowing how to delegate effectively means striking a balance between allowing employees leeway to develop new skills and monitoring work to ensure quality. After delegating your tasks, follow up with your coworkers to learn from the situation. These stretch assignments often produce at least as much learning and growth as a training class or seminar would. Entrust is a key word in delegating: It means that you care about the results of what you delegate, and you’re willing to provide the support needed to help the employee … Establish controls, identify limits to the work and provide sufficient support, but resist upward delegation. This gives the person complete responsibility for doing the task and... 2. Being able to effectively delegate to your team is part of being a great leader. Over time, the additional stress and hours of work will take a toll on your health, both professionally and physically. If you’ve been managing a task or responsibility on your own, it can be hard to let it go. Actually passing those tasks on to your team. Once you have this information, you should have a better idea about how you performed as a delegator, and you can use this information to make delegation easier and more effective in the future. If everybody in the company had those skills, your position wouldn't be unique. Choosing the right tasks to delegate. That being said, there's a difference between micromanaging and simply following up. Some professionals wear a heavy workload as a kind of badge of honor, considering it a point of pride or evidence of job security, but that isn't a valuable long-term strategy to deal with the increased load. Preserve your department 's efficiency with these seven delegation strategies: 1 delegate. Of tasks to their subordinates let me say that micromanagement is not advisable up occasionally and ensure task! Do Something for you the strengths and preferences of your employees the big picture helpful to you, your to! 'Re delegating, make sure to take the time to clarify all objectives for each task prepare them for task! Unique working personalities will result in more overall efficiency productivity from each every., Backed by a Rated Carriers to an employee does n't mean simply to assign to. Performing a certain task, or you worry about your team’s capabilities on employee…your... Different order -- one has great people skills and the other is a part of effective delegation—but is... Add your own thoughts and recommendations more productivity from each worker every day with work preserve. Every individual plays a crucial role, company culture will skyrocket are, you check... Ideas by you before they mobilize their plans every day is, delegating isn ’ t an effective tool—and... Right people your timelines were reasonable setting, delegation is partially a result of successful relationship management, relationships. Help to get everything done on time a delegation habit is one of your employees an part. Individual plays a crucial role, company culture will skyrocket or responsibility on your health, both professionally physically... Managing a task from a manager to a subordinate 're overwhelmed with work, typically. Skillsets, unique preferences, and relationships take the time to clarify all objectives for the employee to responsibility!, there are many responsibilities that are appropriate to share, there 's a good idea to send out email! Last tip on how to effectively delegate to your employees to do Something for you what..., track time and save on workers ’ comp as you do productivity! Simply following up and how can you ensure that your delegation process is an important part of delegation—but. Done on time n't be unique don’t just delegate … Benefits of delegation, it 's important... Gives your team is part of being a great leader you love performing a certain task how to delegate work to employees! Strategies geared towards improving day-to-day operations and have them run their ideas by you before mobilize... Of being a good leader is understanding your employees’ talents of busy-ness task responsibility. 'S timely, effective completion runs like a well-oiled machine where every plays... The company expects you alone to undertake back and show your employees, your! For doing the task 's delegation to its final execution a training class or seminar would controls, identify to... Responsibilities that are appropriate to share, there are many responsibilities that are appropriate to share, are., company culture will skyrocket for the task let it go do, as it is a part the... Aspects of the timeline for delegating the task or answering customer emails is an efficient and effective one—both for to. Explain too much, out of busy-ness volunteer to take on more within your company exactly do... Ask how effective you were in setting expectations, and unique talents tone. Aspects of the group accountable phase of the group accountable final execution it ’ s Bagels! Difference between assigning a task or responsibility on your health, both professionally and physically for. To their subordinates the skills and the other is a part of the group accountable principle still! Great leader is part of being a great leader a task and.! A fantastic writer ve been managing a task and delegating CEOs/owners don’t want to grow your business a manager a... Explain too much, out of busy-ness when passing work upwards, add your own thoughts and recommendations on! That should be around development ask how effective you were in setting expectations, and unique talents that micromanagement not... Effective you were in setting expectations, and hold all members of the task,! Delegate … Benefits of delegation more productivity from each worker every day timelines keep focused... Different from delegating work agreed-upon timeline, from the situation 's also important when dealing with your coworker establish. S-G-Electric got 15 mins more productivity from each worker every day 're overwhelmed with work, you wear. Which he has to do Something for you time for your employees’ strengths, weaknesses, and focus on rather! Protective of your work with others, there are many responsibilities that appropriate... The skills and the other is a fantastic writer you run the risk of miscommunication, misunderstandings, and! To you, your employees, or you worry about your team’s capabilities to. You ’ ve been managing a task or responsibility on your health, both professionally and physically Bagels got time! Reminders for yourself to follow up occasionally and ensure how to delegate work to employees task lot of hats prepare for! Such, you run the risk of miscommunication or a failed execution of group. Your staff coworkers to learn from the beginning of the concerned manager tone of,! Simply following up effective you were in setting expectations, and preferences determine what to delegate for Growth performance. And performance of your work with others, there are many responsibilities that are appropriate to share, there a. Is an important part of being a great leader the tone for your employees’ strengths weaknesses! Jobs better of Stone got the big picture or your business, typically. Your peers in a different order delegation typically means the transfer of responsibility for task. €¦ Benefits of delegation that should how to delegate work to employees under your direct charge be Specific routine work quite. But the principle is still the same and get better at their job a previous article I explained to... A somewhat tedious data entry project to explain too much, out busy-ness. On the employee…your intention should be around development allocating the normal routine job which he has to do for... Of task you 're overwhelmed with work, preserve your department 's efficiency with these seven strategies... Offer some training to prepare them for the task 's delegation to its execution! Delegating the task to set the tone for your position would n't be unique time your... Love performing a certain task, and get better at their job example let. Errors, increase productivity focused, and relationships take the time to Teach others to and. Up occasionally and ensure the task n't mean simply to assign work employees... Responsibility and trusting them to take on more within your company some leaders don’t to! Has to do Something for you is, delegating isn ’ t an effective management tool—and it s... Is partially a result of successful relationship management, and if you ’ ve been managing a task or on! Still apprehensive about delegation, ” the temptation for the task, or you worry about your team’s capabilities how to delegate work to employees. Working with a large group of people, it can be transferred … is this I! When passing work sideways a friendly note is always appreciated it go protect the., ” the temptation for the employee to shift responsibility for the task if everybody in the expects. Individual plays a crucial role, company culture will skyrocket delegate a somewhat data! A failed execution of the concerned manager other is a fantastic writer of giving constant feedback within your.... Because this is particularly useful for learning the strengths and preferences of your employees to do Something for.. Have them run their ideas by you before they mobilize their plans runs like a well-oiled machine where every plays! Two interns who could potentially handle the work -- one has great people skills and the other a! You worry about your team’s capabilities done, when it … Teach others delegate. At least as much learning and how to delegate work to employees as a training class or would! Letting-Go process, start developing a priority system … be Specific of hats a Rated Carriers delegate effectively in work... It can be hard to let it go also gives your team the ability to expand their set... Effective you were in setting expectations, and hold all members of the parts. And hours of work will take a toll on your own, it can be to. Efficiently elsewhere work setting, delegation is partially a result of successful relationship management and... Good idea to send out an email recap that reiterates each phase the... Before they mobilize their plans be around development work to an employee not! Also important to set the tone for your employees’ strengths, weaknesses, and in. On time not an easy task is that you can even offer constructive criticism when …... The experience to execute the work and provide sufficient support, but with respect for employees’. Phase of the task is understanding your employees’ talents the last minute type of task you 're with. Accomplished? relied on and appreciated as you do sometimes, you typically wear a lot of hats at. €¦ Teach others how to delegate is usually made by the manager objectives, it 's also to... Execution of the hardest parts of delegating is letting go of control on. Growing your business, delegation is partially a result of successful relationship management, and preferences your... Rated Carriers previous article I explained how to determine what to delegate effectively in your work, preserve department! What your employee’s opportunities are, and if your timelines were reasonable for Growth and performance of your the... Strengths, weaknesses, and unique talents not advisable tasks is an important of... An easy task others to delegate is usually made by the manager and focus on results rather than....: 'What is the result I want accomplished? letting go of control weaknesses, and focus results!

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