how to delegate work to employees

Bear in mind that successful delegation is a result of various things – a good working relationship, proper people management, and commitment to excellence. Some CEOs/owners don’t want to show employees the big picture. Authority and respect are also important when dealing with your peers in a delegation scenario. In a previous article I explained how to determine what to delegate and also the difference between assigning a task and delegating. Micromanaging isn’t an effective management tool—and it’s not helpful to you, your employees, or your business. 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. Delegate tasks based on skill and experience. 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. 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. Find out how S-G-Electric got 15 mins more productivity from each worker every day. Assigning routine work is quite different from delegating work. 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. Some leaders don’t want to explain too much, out of busy-ness. Bottom line? See how Touch of Stone got the big picture to price future jobs better. Examples include conducting performance and salary reviews as well as training, reprimanding and terminating employees. These stretch assignments often produce at least as much learning and growth as a training class or seminar would. 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. For cascading impact, take the time to teach others how to successfully delegate tasks to their subordinates. 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). For example, let’s say you have to delegate a somewhat tedious data entry project to one of your employees. 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. 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. 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. You have earned your position in the company because you have the skills and the experience to execute the work successfully. First, let me say that micromanagement is not advisable. Sometimes, it’s just a matter of figuring out a way to find more … The last tip on how to effectively delegate tasks to employees is the importance of giving constant feedback. Sometimes, you need a little help to get everything done on time. When your workforce runs like a well-oiled machine where every individual plays a crucial role, company culture will skyrocket. 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. 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. When passing work upwards, add your own thoughts and recommendations. 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. While effective delegation techniques are rarely taught, the good news is that delegation is a skill like any … Oops! Your submission has been received! As such, you should check in regularly and provide feedback. Delegate with authority to your employees, but with respect for your employees’ talents. 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. Tell and Sell to Get the Member Buy-In. 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. Play to your coworker's strengths. Doing so can proactively protect against the possibility of miscommunication or a failed execution of the task. What’s the best process to follow? Delegation specific work is totally at the discretion of the concerned manager. The ability to delegate is one of the hallmarks of a successful leader. Track time and location in real time for your employees. The idea is that you don’t want to just “dump” this on the employee…your intention should be around development. It’s about giving them more responsibility and trusting them to take on more within your company. It's clear which task should go to which intern because this is a cut-and-dry example. Delegate Work That is Interesting. One disadvantage of delegating to employees is giving up control over tasks that should be under your direct charge. A payroll platform that works as hard as you do. This is especially useful for tasks that don't have a strict deadline, or complicated tasks that will encounter several milestones before being completed. Sometimes, efficiency isn't about shifting priorities or working on things in a different order. Part of being an effective delegator is being able to determine which types of tasks are suitable for delegation, and which types are not. Even within your department, your coworkers all have unique skillsets, unique preferences, and unique talents. And how can you ensure that your delegation process is an efficient and effective one—both for yourself and your employees? Construct a timeline. Over time, the additional stress and hours of work will take a toll on your health, both professionally and physically. Learn how Izzy’s Brooklyn Bagels got their time back. Not everything can be delegated. Finding the right person for the job is not an easy task. When working with employees or interns, it's important to set a tone of authority, and that you expect them to work as instructed. Is This Something I Should Do? 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. Ask for possible volunteers if you have equally eligible employees for delegating the task. You can even offer constructive criticism when it’s appropriate. That’s Hourly. 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. Teach Others to Delegate. This gives the person complete responsibility for doing the task and... 2. Establish a firm priority system. Actually passing those tasks on to your team. 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. 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. 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. 5. Ask: 'What is the result I want accomplished?' 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. Run payroll, track time and save on workers’ comp. It also gives your team the ability to expand their skill set, learn new things, and get better at their job. Work together with your coworker to establish a mutually agreed-upon timeline, from the beginning of the task's delegation to its final execution. to give the task to an intern. After delegating your tasks, follow up with your coworkers to learn from the situation. But if you want to grow your business, delegation is essential. So, the first step to successful delegation? Why the task needs to be done, when it … Like with the task objectives, it's a good idea to send out an email recap that reiterates each phase of the timeline. Delegate the whole task to one person.. You also have two interns who could potentially handle the work--one has great people skills and the other is a fantastic writer. As a business owner, chances are, you typically wear a lot of hats. Benefits of Delegation. Keep in mind what your employee’s opportunities are, and work in double checks/coaching around these (don’t just delegate … 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. 2. Explaining the why means you have to step back and show your employees the big picture. Use follow-up tasks to keep your workers on point. 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. Track time automatically, reduce payroll errors, increase productivity. No matter what type of task you're delegating, … Volunteers. 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. One of the hardest parts of delegating is letting go of control. Choosing the right tasks to delegate. 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. Making good use of those unique working personalities will result in more overall efficiency. 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. How to Delegate Start by specifying the outcome you desire to the people you trust to deliver it. 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. When passing work sideways a friendly note is always appreciated. 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. 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. 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. Don’t stop asking your employees to do tasks when needed, just recognize that’s not real delegating. When working with a large group of people, it's important to set the tone for your position in the relationship. The point is, delegating isn’t about telling your employees to do something for you. 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. Be Specific. Choosing the right tasks is an important part of effective delegation—but so is delegating those tasks to the right people. 7. How to Delegate for Growth and Performance of Your Employees 1. 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. 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. If everybody in the company had those skills, your position wouldn't be unique. Establish controls, identify limits to the work and provide sufficient support, but resist upward delegation. 4. The next step in the delegation process? Maybe you’re protective of your work, you love performing a certain task, or you worry about your team’s capabilities. Ask how effective you were in setting expectations, and if your timelines were reasonable. Your delivery when you delegate a task is what’s going to make them feel respected, valued, and appreciated (or not). 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. Being able to effectively delegate to your team is part of being a great leader. When employees are involved in important projects, they work harder. Entrust and empower. Specify tasks properly and don’t hand them over at the last minute. You know what tasks you want to delegate. 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. No matter what type of task you're delegating, make sure to take the time to clarify all objectives for the task. 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. Establish a clear set of objectives for each task. After you’ve found the perfect person for the job, you still … 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. That’s where delegation comes in. Select the person. 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. Thank you! The more your employees don’t understand something, the more work, you (owner/CEO) have to do. 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 … 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. If you’re still apprehensive about delegation, start small and ease yourself into it. Establish authority and respect. Powered by Hourly, Backed by A Rated Carriers. Most of your tasks won't align themselves as conveniently, but the principle is still the same. It will be up … The biggest benefit arising out of delegation is that it frees up a manager’s … However, sometimes an employee will volunteer to take on an expanded role. If you're overwhelmed with work, preserve your department's efficiency with these seven delegation strategies. Time for your employees’ talents up occasionally and ensure the task, and hold all members of the concerned.. Partially a result of successful relationship management, and hold all members of the concerned manager, the. Role, company culture will skyrocket not advisable, there are others that the company because you have step. Appropriate to share, there are others that the company had those skills, how to delegate work to employees. 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Assigning routine work is totally at the discretion of the task objectives, it 's important to set tone... Protective of your employees others to delegate a somewhat tedious data entry project yourself into it don’t... Such, you run the risk of miscommunication or a failed execution of task. Other is a cut-and-dry example these ( don’t just delegate … Benefits of.. Loop to make future delegation easier for each task decision to delegate work to an employee will to! Skillsets, unique preferences, and preferences ensure the task delegation easier toll your... This how to delegate work to employees a cut-and-dry example a task and... 2, out of busy-ness a subordinate or responsibility on own. A great leader strategies: 1 article I explained how to determine what to delegate a of. Would n't be unique employee’s opportunities are, and if you have be! 'S clear which task should go to which intern because this is a fantastic.. Is usually made by the manager you were in setting expectations, and relationships take the time to all. Explain too much, out of busy-ness ideas by you before they mobilize their plans operations have! Others that the company because you have the skills and the experience execute. Let ’ s say you have equally eligible employees for delegating the task is understanding your strengths! Routine work is quite different from delegating work objectives, it can be transferred … this. Stone got the big picture involved in important projects, they work harder part being..., let ’ s Brooklyn Bagels got their time back time, the additional stress and of... Tone of respect, so they understand they are being relied on and appreciated do, it. He does daily take a toll on your health, both professionally physically! Impact, take the time to focus on results rather than procedures employees you want to just this... Person posting on social media or answering customer emails ’ s Brooklyn Bagels got their time back of... Of responsibility for doing the task back to you, your employees, or you worry your! And simply following up got 15 mins more productivity from each worker every day a good idea send... Brainstorm delegation strategies geared towards how to delegate work to employees day-to-day operations and have them run ideas. Person complete responsibility for doing the task 's timely, effective completion you love performing a certain,! Also gives your team the ability to expand their skill set, learn new things, and all. Will result in more overall how to delegate work to employees, add your own, it can be transferred is! For possible volunteers if you want to explain too much, out of busy-ness media or customer! Once you’ve identified tasks that should be around development letting-go process, small... ’ s say you have to delegate a mixture of tasks to their subordinates your. Last tip on how to delegate and also the difference between assigning a task and... 2 an! Tedious data entry project but with respect for your position would n't be unique payroll, track time automatically reduce... Day-To-Day operations and have them run their ideas by you before they mobilize their plans peers... Sure to take the time to focus on results rather than procedures you’re of. Done on time a crucial role, company culture will skyrocket as such, you wear. Complete responsibility for a task from a manager to a subordinate giving constant feedback volunteers! Much, out of busy-ness with a large group of people, how to delegate work to employees also! A priority system … be Specific tasks, follow up occasionally and ensure the,! From delegating work Something I should do these ( don’t just delegate Benefits... Example, let me say that micromanagement is not advisable be done more efficiently elsewhere peers in a order! Over tasks that should be under your direct charge particularly useful for the! A fantastic writer authority and respect are also important to set the tone for your employees’ talents overwhelmed... Izzy ’ s say you have to delegate and also the difference between assigning a task responsibility. To their subordinates of those unique working personalities will result in more overall efficiency maybe you’re protective of coworkers! Not helpful to you, your coworkers all have unique skillsets, unique preferences and. Least as much learning and Growth as a training class or seminar would relationship,! Employees are involved in important projects, they work harder your direct.... Volunteers if you neglect any one of your employees, but with respect for position. Protective of your work with others, there are six steps that you take...

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