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Published on March 20, 2018

How to Delegate Work (the Definitive Guide for Successful Leaders)

How to Delegate Work (the Definitive Guide for Successful Leaders)

All managers and leaders must master the art of delegation. Understanding how and when to allocate responsibility to others is essential in maintaining a high level of productivity, both on a personal and organizational level. Knowing how to delegate is also essential for an effective leadership.

To learn how to delegate is to build a cohesive and effective team who can meet deadlines. Moreover, knowing when and how to delegate work will reduce your workload, thus improving your wellbeing at work and boosting your job satisfaction. Unfortunately, many leaders are unsure how to delegate properly or are hesitant to do so.

In this guide, you will discover what delegation really entails, how it benefits your team, and how to delegate tasks successfully.

The importance of delegation

An effective leader knows how to delegate. When you delegate some of your work, you free up your time and achieve more on a daily basis. Effective delegation also promotes productivity within a team by drawing on the existing skill set of its members and allowing them to develop new knowledge and competencies along the way. The result is a more flexible team that can share roles when the need arises.[1]

When you are willing to delegate, you are promoting an atmosphere of confidence and trust. Your actions send a clear signal: as a leader, you trust your subordinates to achieve desired outcomes. As a result, they will come to think of you as a likeable and efficient leader who respects their skills and needs.

Delegation isn’t about barking orders and hoping that your staff falls in line. A manager’s job is to get the very best from those under their supervision and in doing so, maximizing productivity and profit.[2]

Here’s an example of bad delegation:

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    Careful delegation helps to identify and capitalize on the unique strengths and weaknesses of the team members. Delegation also boosts employees’ engagement as it proves that the managers are interested in drawing on their talents.[3]

    The fear to delegate

    Delegation boosts productivity, but not all managers are willing or able to delegate.[4] Why? Here’re some common reasons:[5]

    • They may resent the idea that someone else may get the credit for a project.
    • They may be willing to delegate in principle but are afraid their team won’t be able to handle an increased degree of responsibility.
    • They may suspect that their staff is already overworked, and feel reluctant to increase their burden.
    • They may suspect that it’s simpler and quicker just to do a task themselves.
    • They dislike the idea of letting go of tasks they enjoy doing.
    • They fear that if they delegate responsibility, their own manager will conclude that they can’t handle their workload.

    Delegation vs Allocation

    Most people think that delegation and allocation are synonymous, but there is an important distinction to be made between the two.[6]

    When you allocate a task, you are merely instructing a subordinate to carry out a specific action. You tell them what to do, and they do it–it’s that simple. On the other hand, delegation involves transferring some of your own work to another person. They do not just receive a set of instructions. Rather, they are placed in a role that requires that they make decisions and are held accountable for outcomes.[7]

    So what’s the best way to delegate work so you can fight the fear of delegation, build an efficient team and work faster?

    How to delegate work effectively (A step-by-step guide)

    1. Know when to delegate

    By understanding how much control you need to maintain over a situation, you can determine the best strategy for empowering workers. There are 7 levels of delegation that offer workers different degrees of responsibility.

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    This brief video explains these levels and offers examples of when it’s appropriate to use each one:

    Delegation occurs along a spectrum. The lowest level of delegation happens when you tell other people what to do. It offers little opportunity for employees to try new approaches. The most empowering form of delegation occurs when you are able to give up most of your control over the project to the employee.

    Knowing how to delegate work helps you understand how to connect people with tasks that make the best use of their talents. When done properly, it ensures that you will get the best end-result.[8]

    When you’re deciding how to delegate work, ask the following questions:

    • Do you have to be in charge of this task, or can someone else pull it off?
    • Does this require your attention to be successful?
    • Will this work help an employee develop their skills?
    • Do you have time to teach someone how to do this job?
    • Do you expect tasks of this nature to recur in the future?

    2. Identify the best person for the job

    You have to pass the torch to the right team member for delegation to work. Your goal is to create a situation in which you, your company, and the employee have a positive experience.

    Think about team members’ skills, willingness to learn, and their working styles and interests. They’ll be able to carry out the work more effectively if they’re capable, coachable, and interested. When possible, give an employee a chance to play to their strengths.

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    Inexperienced workers may need more guidance than seasoned veterans. If you don’t have the time to set the newer employee up for success, it’s not fair to delegate to them.

    You also have to consider how busy your employees are. The last thing you want to do is overwhelm someone by giving them too many responsibilities.

    3. Tell and sell to get the member buy-in

    After you’ve found the perfect person for the job, you still have to get them to take on the new responsibility. Let them know why you chose them for the job. [9] When you show others that you support their growth, it builds a culture of trust. Employees who see delegated tasks as opportunities are more likely to be invested in the outcome.

    When you’re working with newer employees, express your willingness to provide ongoing support and feedback. For seasoned employees, take their thoughts and experiences into account.

    4. Be clear and specific about the work

    It’s critical to explain to employees why the project is necessary, what you expect of them, and when it’s due.[10] If they know what you expect, they’ll be more likely to deliver.

    By setting clear expectations, you help them plan how to carry out the task. Set up project milestones so that you can check progress without micromanaging. If your employee has trouble meeting a milestone, they still have time to course correct before the final product is due.

    This type of accountability is commonly used in universities. If students only know the due date and basic requirements for completing major research papers, they might put off the work until the eleventh hour. Many programs require students to meet with advisers weekly to get guidance, address structure, and work out kinks in their methods in advance of deadlines. These measures set students up to succeed while giving them the space to produce great work.

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    5. Support your employees

    To see the best possible outcomes of delegating, your subordinates need resources and support from you. Connect them with training and materials to develop skillsets they don’t already have.[11] It may take more time up front to make resources available, but you’ll save time by having the work done correctly. For recurring tasks, this training pays off repeatedly.

    Sometimes employees need a help to see what they’re doing well and how they can improve. Giving and receiving feedback is an essential part of delegation. This is also a good way to monitor the delegated tasks as a leader. While you can keep track of the progress of the tasks, you are not micro-managing the employees.

    Throughout the project, periodically ask your employees if they need support or clarification. Make it clear that you trust them to do the work, and you want to create a space for them to ask questions and offer feedback. This feedback will help you refine the way you delegate work.

    6. Show your appreciation

    During periodic check-ins, recognize any wins that you’ve seen on the project so far. Acknowledge that your employees are making progress toward the objective. The Progress Principle lays out how important it is to celebrate small wins to keep employees motivated.[12] Workers will be more effective and dedicated if they know that you notice their efforts.

    Recognizing employees when they do well helps them understand the quality of work you expect. It makes them more likely to want to work with you again on future projects.

    Putting delegation into practice

    Now that you know exactly what delegation means and the techniques to delegate work efficiently, you are in a great position to streamline your tasks and drive productivity in your team.

    To delegate is to grant autonomy and authority to someone else, thus lightening your own workload and building a well-rounded, well-utilized team.

    Delegation might seem complicated or scary, but it gets much easier with time. Start small by delegating a couple of decisions to members of your team over the next week or two.

    Featured photo credit: Freepik via freepik.com

    Reference

    More by this author

    Leon Ho

    Founder & CEO of Lifehack

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    Last Updated on October 16, 2018

    You’ll Only Live Your Best Life Once You Step Out

    You’ll Only Live Your Best Life Once You Step Out

    Fear is a valuable thing. It keeps people safe and encourages caution when caution is due. But Fear can also be a limiting factor because not everything you’re afraid of should really be feared.

    Have you ever been faced with a situation where you were afraid of making a decision, making a change or taking a risk?

    Did you end up taking that risk or making that decision? Or, did you just stay put and left things as they were? If you did, are you happy with how things have turned out?

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    It’s in our nature to like feeling safe–to be in comfort and away from danger. This has always been the case since the beginning of time, when the first humans only knew how to prioritize survival. Even today, many still choose to play it safe and avoid taking risks or taking leaps of faith when it comes to their choices in life.

    The Realist and the Dreamer

    To put it simply, there are two kinds of people: the realists and the dreamers. The realists are the logical and cautious type of individuals who always think and weigh out the pros and cons before making any decisions–especially the big, life changing ones. Whether it was deciding on what to major in at University, what career path to take, whether or not to purchase that house or car, to go on that holiday, or to splurge on that new watch, the realist thinks long and hard before making a decision, if they even decide. Realists stick to the “what’s next?” plan for the future and may not abstractly consider different possibilities for where life can lead. This is usually because of the confidence they have already devoted to an accepted plan.

    Realists have dreams too, but these are more so rooted in ambition, drive and determination. They are goals that have been enumerated for some time. Realists understand that progress requires more than ambition and drive, but also, connections. They feel that life is never worry-free because of survival, responsibility and…paying a rent or a mortgage. As a result, they tend to make safe choices and stick to their comfort of knowing what’s best for themselves.

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    Now let’s look at the dreamers. The dreamers are well, dreamers. They have big lofty ambitions, are risk takers, sometimes over impulsive, but they often always challenge the norms of society and dare to think outside the box. This is not to say that they do not have plans or a path that they want to follow. But they are more likely to change the course of their journey through time, experience and by following their heart.

    Dreamers derive their inspiration from within. No one else’s perspectives weigh in greatly enough to shift a dreamer’s drive. Dreamers don’t allow their fears to consume them. They may fail from time to time, but they never give up on life or love.

    Embrace Fear

    So which of the two do you think you are? And is one better than the other? In life, balance is always key. I’m sure you would have heard the saying: “everything in moderation”. Likewise, being a realist isn’t any better than being a dreamer. Both come with their challenges. But what I do know, is that no matter where you are in life, fear should always be seen as a way of pushing you towards becoming a better you.

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    Stepping outside of your comfort zone is a type of fear that should be embraced. If you see yourself as a dreamer, then great! Chances are, stepping out of your comfort zone isn’t new to you. Whether it’s deciding to drop out of University to start your own business, moving to a new country on your own, taking that step to ask someone out on a date despite thinking they’re way out of your league, or deciding to quit your high paying job of 10 years to become a DJ. You chose to do that because you knew that you would most likely regret the ‘what ifs’ more than the mistakes (if any) of those decisions.

    But if you’ve always been more of a cautious individual (nearing towards being a realist), then I hope you’ll give more thought to embracing the act of stepping out more! Of course, that doesn’t mean you have to start making hasty or bold decisions such as the ones mentioned. It just means opening your mind to the acceptance that stepping out of your comfort zone isn’t a bad thing, it’s not something to be hesitant or afraid of.

    Managing Fear

    In times of stress or discomfort, remember that some of the best things happen when you’re afraid or put in an uncomfortable situation. These experiences can both challenge you and help you grow. Commit to giving the situation a try with your best effort, and keep expectations low to reduce additional pressure. Living outside of one’s comfort zone is by definition uncomfortable. Therefore, the best habit you can foster within yourself is the practice of becoming familiar with discomfort.

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    You may be at a crossroad in life and feeling undecided about something, or you may feel like you’re not happy with where you’re at right now. It could be a job that you’re not happy with, a relationship you’re not happy in, or even just knowing that you’re too comfortable with where you’re at that you don’t feel challenged. All of this uncertainty can be traced back to your intentions. What is it that you want? What is it that you’re looking for?

    So, What Are You Looking For?

    If you feel like you’re stuck in a rut or know that you need some sort of change, but you’re just not sure how to take that step towards the change, why not subscribe to our newsletter? Our daily inspiration will help you embark on a journey, and will allow you to find that light at the end of the tunnel you’re searching for.

    At Lifehack, we’re dedicated to helping you find the ideal solutions to your problems, and with over 15 years of experience in coaching, we have condensed our knowledge and practices into a highly effective transformational model that you can use to not only help you out of your rut, but to also help you find new and bigger meaning to your life.

    Stepping out of your comfort zone isn’t always the easiest, but we’re here to make it easier for you to realize your true potential. The time to act is now!

    Featured photo credit: Maher El Aridi via unsplash.com

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