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Last Updated on October 22, 2020

How to Start Delegating Tasks Effectively (Step-by-Step Guide)

How to Start Delegating Tasks Effectively (Step-by-Step Guide)

All managers and leaders must master the art of the delegation process. 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. Delegating tasks is also essential for effective leadership.

To learn how to delegate is to build a cohesive and effective team that 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 delegating tasks benefits your team, and how to assign tasks effectively.

The Importance of Delegation

An good 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 and good time management 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 effective 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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Dilbert - delegating work

    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]

    Why Do People Fear Delegating Tasks?

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

    • They resent the idea that someone else may get the credit for a project.
    • They are willing to delegate in principle but are afraid their team won’t be able to handle more responsibility.
    • They suspect that their staff is already overworked and feel reluctant to increase their burden.
    • They 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.

    The Difference Between Delegation and Allocation

    Most people think that delegation and allocation are synonymous, but there is an important distinction to be made between the two.[5]

    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. The important part is that they are placed in a role that requires that they make decisions and are held accountable for completing the task.[6]

    How to Delegate Tasks Effectively

    So what’s the best way to delegate work so you can fight the fear of delegation, build an efficient team, and work faster? Here’s 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.[7]

    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. The person you delegated will 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.

    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.

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    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.[8] 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.[9] 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.

    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.[10]

    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 help to see what they’re doing well and how they can improve. Giving and receiving feedback is an essential part of delegating tasks. 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.

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    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.[11] 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.

    Bottom Line

    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 skills 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.

    More Tips for Productive Leadership

    Featured photo credit: CoWomen via unsplash.com

    Reference

    More by this author

    Leon Ho

    Founder & CEO of Lifehack

    13 Ways to Develop Self-Directed Learning and Learn Faster delegating tasks How to Start Delegating Tasks Effectively (Step-by-Step Guide) How Long Does It Take to Learn a Language? Science Will Tell You Delegation of Authority: The Complete Guide for Effective Leaders How To Be Successful In Life: 13 Life-Changing Tips

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    Last Updated on October 22, 2020

    2 Transformational Ways to Spark Your Creative Energy

    2 Transformational Ways to Spark Your Creative Energy

    Good things come in twos: Peanut butter and jelly, Day and night, Fred Astaire and Ginger Rogers. The same is true for what sparks our creative energy: our thoughts and actions.

    Creativity is an inside job as much as it is about a conducive schedule, physical environment, and supportive behaviors. By establishing the right internal and external landscape, creativity can blossom from the abstract to the concrete and we can have fun along the way.

    Sparking creativity is all about setting up the right conditions so a spark is ignited and sustained. The sparks don’t fizzle out. They are allowed to grow and ripen.

    Think of a garden. Intention alone will not produce the delicious red tomato nor will the readiest seed. That seed needs attention at its nascent stage and as it grows a stalk and produces fruit. If we want to enjoy more than one fruit, we keep at it, cultivating the plant and reaping multiple harvests.

    Creativity lives in each of us like seeds in the earth or encapsulated in a nut. Seeds of ideas, concepts, designs, stories, images, and even ways of communicating that surprise and delight await activation.

    By sparking our creative energy, we activate these unique seeds. Like snowflakes, they are of a moment and always without a match. The smallest sparks encourage even the smallest, most dormant seeds to sprout.

    The good news is that our creative energy wishes to be sparked—to be invited to play. It wants to be our regular playmate.

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    1. Be Childlike in Your Thoughts, Attitudes, and Approach

    Being childlike in our thoughts, attitudes, and approach is an easy way to internally have our thoughts be gracious prolific gardeners to our creative energy. If we want it to come out and play and hang around as our regular companion, then let’s return to our 5-year-old selves.

    Our childhood selves are naturally curious. We still have that curiosity! All we have to do is remind ourselves to get curious. We can do that by simply observing and being with what is in front of us instead of making up a story about what won’t work or why something can’t be done. So, it’s about cultivating curiosity instead of jumping into judgment.

    Move Your Inner Judge to the Sidelines

    When we get curious, creativity percolates and, ultimately, takes its place in the world. To give a hand in choosing curiosity over judgment, we can move the judge that also lives inside us to the sidelines. The judge squashes our creative urges, even when they are as small as sharing a point of view. It’s that pesky voice that causes us to doubt ourselves or worry about what others will think.

    The judge is also risk-averse. The judge likes things to stay the same. Change makes the judge nervous.

    Creativity is all about risk and changing things up. It needs risk, even failure, to be its naturally innovative, dynamic, impactful self. The judge likes to convince us failure is something to be avoided at all costs.

    To move the judge to the sidelines and let curiosity reign, we can pay attention to who we are in conversation with and who is calling the shots.

    Is it the voice of fear, doubt, or anxiety (the inner-critic—the judge’s boss)? Or is it the voice of wisdom, courage, strength, and non-attachment, and of course curiosity (the inner-leader)?

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    We can easily tell the difference by how each makes us feel. The inner-critic depletes and slows us down, putting roadblocks in the way. The inner-leader energizes and a natural rhythm develops.

    It’s all about who we spend time with. If we wish to exercise, we will seek out our friends who go to the gym or hike. If we want to lose some weight, we will opt to eat dinner with someone who prefers a healthy spot over fast food.

    After getting curious, we can honor what our curiosity prompts us to do. The spark can do its job and a fire starts to glow when commitment enters. Our childhood selves were fully committed to being creative. That level of commitment is still something we are very capable of exercising!!

    Again, we need to let go of the judge. We can ask ourselves, what do we want to commit to—negativity that depletes our creative energy, depth, and output, or the understanding that our thoughts and attitudes matter and that right thoughts and attitudes are the sparks that really let our creativity come alive?

    Learn to Recall Your Childhood Self

    To get in touch with that unabashedly committed childhood self, recall your childhood self. If you have a picture, pull one out. Keep it around so you can remember to activate that innate creative nature that was prominent then and wants to be prominent now and always.

    Soak in the essence of that being. Commit to their commitment to brave and dogged trial and error because it is yours as well. You are that person.

    Remember how tenacious you were when you wanted to build that sandcastle. You kept at it as the waves came in. You built with fury or reconfigured the walls. Also, remember that there was a willingness to fail since you were as invested in the process as well as the outcome—but less with the outcome. You were willing to experiment and start again. There was vitality—the main lifeline of your creative energy—instead of a rigid attachment.

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    When you notice you are in conversation with your inner-critic or being held back by it, simply acknowledge, name it, and then switch to your inner-leader by taking a few good deep belly breaths, rubbing two fingertips together, or listening to ambient sounds in the background.

    Physical movements shift our negative thoughts over to the positive domain of the inner-leader. As our judge continues to sit on the sidelines, our ability to quiet the inner-critic becomes stronger. We taste freedom. A simple taste emboldens us to say no again to the judge and yes to what makes our hearts and spirits sing—our creativity.

    We begin to spark creativity to the point it no longer needs to be invited to play. It becomes our regular playmate—the younger sibling or the kid next door ready to have some fun, maybe even make some mischief by shaking things up.

    When we align with our inner-leader and think and act from its promptings, creativity flows up and out with ease, as it needs to!

    Letting those initial sparks generate a creativity fire that keeps burning is something we can all do! That’s the inside job.

    2. Listen to Your Inner Leaders of Creative Energy

    If we listen, our inner-leaders will let us know just what we need to set-up and do in our physical world to maximize that gorgeous, hungry creativity we now have flowing freely in us.

    The seed has been unlocked! So, now what?

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    To enable our creative energy to take its form and place outside of us, there needs to be spaciousness! Spaciousness in our physical worlds impacts our internal one. It lets the voice of the inner-leader be heard. It lets creativity have room to be sparked and acted upon.

    With a little discipline, we can easily create spaciousness in our daily lives—spaciousness that will spark our creativity and let it take shape.

    So, no matter who you are and what conditions help your creativity thrive, check-out these easy-to-implement basic suggestions:

    • Reduce or eliminate multi-tasking.
    • Say yes to what matters and what aligns with your big values and goals.
    • Say no to all else.
    • Say no again.
    • Schedule time in your calendar as you do with other things in your life to just be, to ponder, to let ideas percolate, and to create.
    • Spend time doing the things that bring out your creative energy. It could be walking, singing, or simply looking out the window.
    • Meditate.
    • Breathe—long breaths in and long breaths out through the nose.
    • Invite your body and heart into your experiences so your mind is a part of you and not all of you.
    • Try a new thing to spark your creativity. If you spend time running, try a different route. If running feels stale, cruise around a museum, or go for a bike ride.
    • Play a game. Indoors out or outside. Think of what makes you happy that you haven’t done in a while. Is it a physical game like badminton or cards? Maybe it’s storytelling? Play is creative, and it sparks the creative energy, too.
    • Spend time in the places that bring out your creativity. What spot in your home could be your spot for entering into that mode? Do you need to get out? Maybe a park bench is the right spot, with a book of poetry, or even nothing at all.
    • Spend time in nature. Nature brings us to a place of calm and awe and through that our creativity is easily sparked.

    Final Thoughts

    These are all habits—habits of mind and habits of doing. Experiment with what works for you. Have fun. If you give even 50% to altering your thoughts and actions, then you will begin to spark your creativity. It takes a lot of curiosity and commitment, but it can definitely be done.

    Our innate creative energy is a deep source of all that we seek—joy, connection, renewal. It deserves and looks forward to the changes you will make that will let sparks fly and ignite!

    More Tips to Spark Your Creative Energy

    Featured photo credit: Kelly Sikkema via unsplash.com

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