While it may be tempting to handle everything yourself, delegating tasks can actually be a more effective way to get things done at work. Project managers often have a lot on their plate, from negotiating with clients to ensuring the timely delivery of products. To avoid becoming overwhelmed, it’s important for project managers to prioritize tasks and delegate non-essential or repetitive tasks to team members. By entrusting certain tasks to capable team members, project managers can reduce their workload and focus on the most important aspects of their job. And not just that, it also provides opportunities for team members to develop their skills and potentially become future managers themselves. So, don’t be afraid to delegate and focus on what’s truly important.
Delegating tasks can be a daunting process for some managers, especially if they have had negative experiences in the past. However, avoiding delegation can lead to burnout and decreased productivity for both the manager and their team. To overcome this, managers can establish clear expectations and accountability measures, and gradually delegate tasks to build trust and confidence in their employees’ abilities. This can lead to a more efficient and engaged team.
Why Is It Important to Delegate?
Effective delegation is a key trait of successful leaders. By entrusting tasks to capable team members, leaders can focus on higher-level responsibilities and achieve greater productivity. Delegation also empowers team members to develop new skills and take ownership of their work, leading to a more engaged and motivated workforce.
Delegating tasks has been proven to have a positive impact on:
- organizational effectiveness
- stress reduction
- increased motivation
- job satisfaction
Delegating tasks is not just about getting things done, it’s also about building a stronger team. By assigning tasks based on individual strengths and skills, you achieve increased productivity as well as personal and professional growth. When team members are given a chance to learn new things and take on new responsibilities, they become more versatile and adaptable, ultimately benefiting the whole team. So, don’t be afraid to delegate – it’s a win-win situation!
When you delegate tasks to your team, you show them that you trust their abilities and value their contributions. This creates a sense of confidence and respect between you and your team members and fosters a culture of collaboration and productivity. As a leader who delegates effectively, you become known for your approachability and effectiveness, and your team members feel empowered to take ownership of their work.
Effective delegation is not just about giving orders and expecting them to be followed. It is about empowering your team members to utilize their strengths and skills to achieve the best possible results. By delegating tasks, managers can identify and leverage the unique abilities of each team member, leading to increased productivity and profitability. Additionally, delegation shows employees that their contributions are valued and can boost their engagement and motivation.
Why do Some People refuse to Delegate?
Guilt
Delegating tasks is an important aspect of effective management. It is true that certain tasks may traditionally fall under a manager’s responsibilities. However, it’s important to remember that anyone on the team can take on these tasks as long as they have the necessary skills and authority. The key is to ensure that the work is completed efficiently and effectively. If team members seem overwhelmed, it’s worth examining their workload to see if any low-priority tasks can be rearranged to make room for the delegated task. Ultimately, successful delegation requires clear communication and trust between team members.
It’s natural to feel guilty about assigning work to someone who is already busy. However, it’s important to remember that delegation is not about burdening your team, but about distributing tasks effectively based on skills and workload. When your team understands this, they will be more willing to contribute to the team effort and work together efficiently.
Ego
Many managers struggle with delegating tasks because they believe they can do the job better themselves. This reluctance to delegate can be attributed to two psychological processes:the self-enhancement effect and the faith in supervision effect. The self-enhancement effect refers to a manager’s tendency to evaluate their own work more highly the more involved they are in its production. The faith in supervision effect is when people believe that work performed under the control of a supervisor is better than work performed without as much supervision. These processes can make it difficult for managers to trust their team and delegate tasks effectively.
Identity and Sense of Worth
It’s important to remember that delegating doesn’t mean giving away your entire job. Instead, it’s about identifying specific tasks that can be assigned to others, freeing up time for you to focus on higher-level responsibilities. Even if you delegate multiple tasks, your role as a manager remains essential. You’ll still provide guidance and support to your team, and ultimately be accountable for the work they produce.
As a manager, it can be difficult to delegate tasks that you have become an expert in. However, it is important to remember that delegating tasks can make your team more efficient and effective. Instead of feeling like your worth is tied to being a productive individual contributor, focus on giving others opportunities to use their skills and develop. If someone on your team can do a task better than you, it is a win-win situation to delegate it to them. Trust in your team and their abilities to help achieve success.
Fear of Losing Control
One common reason why people may struggle with delegating tasks is the fear of losing control. It can be difficult to trust someone else to do a task as well as you can, especially if it’s something you’ve been doing for a long time. However, it’s important to remember that delegating can benefit you and your team. While there may be a learning curve at first, with proper support and guidance, your team members can quickly become proficient in the task and even bring new ideas and perspectives.
Lack of Trust
One common reason for not delegating tasks is a lack of trust in team members’ abilities. This could be due to a perceived lack of skill or past performance that did not meet expectations. Sometimes, leaders may not even realize that they do not trust their team members. Ultimately, when it comes to important projects, many people feel more confident in their own abilities to produce excellent work than in the abilities of others.
Lack of Time
Many people avoid delegating tasks because they believe it will take more time to explain the task to someone else than it would to just do it themselves. However, this is a common misconception. Delegating tasks can actually save time in the long run, as it frees up your schedule to focus on more important tasks. It’s important to prioritize and delegate tasks to others when necessary, even if it means taking a little extra time upfront to explain the task.
Fear of Failure
In the workplace, the fear of failure can often drive individuals to take on more tasks than they can handle. This can lead to burnout and decreased productivity. Delegating tasks to others can be a difficult decision, but it can also be a necessary one for the success of a project or team. By trusting others to take on responsibilities, individuals can focus on their own strengths and contribute to the overall success of the group.
Authority
Delegating tasks can be a challenge, particularly if you feel uneasy about using your position of authority. It’s understandable to feel hesitant about relinquishing decision-making power, especially if you’ve recently been promoted and are now managing individuals who were once your colleagues. However, learning to delegate effectively is an essential skill for any leader, and can ultimately lead to increased productivity and success for your team.
Reward
Delegating work can be a challenge for many people, especially those in middle management positions. As their roles expand and tasks are added piecemeal, it can be difficult to draw the line and determine what to delegate. Additionally, middle managers may feel that their contributions to the actual work are more valued than their management skills, leading to a lack of support or acknowledgement for delegation efforts. This can make it even harder to prioritize and delegate effectively.
When Is Delegating Appropriate?
Tasks that you should always delegate
It is important to remember that delegation is necessary for distributing work among your team and achieving goals efficiently. While it is important to avoid overburdening employees or asking them to do tasks outside of their job description, there are certain tasks that should always be delegated. It is important to consider the environment of your workplace and reason with yourself before making the final decision on what tasks to delegate. By effectively delegating tasks, you can ensure that your team is working efficiently towards achieving your goals.
Repetitive Tasks
Repetitive tasks such as auditing, budgeting, and event planning are common in every office. These tasks require a similar skillset and work process, and need to be done regularly. However, managers should not waste their time on these quick and easy jobs. Instead, they should delegate them to subordinates and train them to perfection. This will save the manager’s time in the long run and allow employees to work independently. It is important to consider the turnover rate in the organization before categorizing annual projects in this category. If the same employees will be around for a few years, it is best to train them for the job.
Time-Consuming Work
Delegating tasks can be a powerful tool for saving time and increasing productivity. Rather than spending all your time on one project, it can be more efficient to explain the work to your team and let them take charge. By doing so, you can clear your schedule and focus on other important tasks, while also ensuring that the job gets done quickly and effectively. Delegation can also help to build trust and confidence among team members, as they are given the opportunity to take on new challenges and responsibilities.
By distributing work among team members, more people can work on a project simultaneously, reducing the workload for each individual. This is especially useful for tasks that are time-consuming but have short deadlines. Delegating these tasks can help ensure that big projects are completed on time and with less stress. So, if you want to tick off those big items on your to-do list, delegation is the way to go!
Projects That Boost Basic Skills
While some projects may require advanced skills, it’s also important to provide challenges that allow your team to broaden their skillset. By offering these opportunities, you can help your team grow and avoid the failure of not investing in their development. So don’t forget to prioritize projects that boost basic skills and encourage your team to reach their full potential.
Whatever Is Beyond Your Job Description
In any organization, each person has a specific job description outlining their duties and responsibilities. As a leader, you also have a job description that you are expected to fulfill. However, if there are tasks that fall outside of your job description, it is important to delegate them to someone else on your team. This is not a selfish act, but rather a necessary one to ensure that you have enough time to focus on the tasks that are essential to your role. It is likely that these tasks can be easily handled by your team, and if they encounter any difficulties, you should offer assistance rather than taking on the entire job yourself. Remember, delegating tasks outside of your job description is a key aspect of effective leadership.
Interesting Tasks
As a manager, it’s important to keep your employees engaged and motivated. One way to do this is by delegating tasks that align with their interests and strengths. If you notice that your team enjoys outdoor activities, consider assigning them tasks that involve working outside or conducting field research. Similarly, if they have a knack for event planning, give them opportunities to organize company events. By delegating tasks that your employees find enjoyable, you can boost their morale and productivity.
Work That Your Subordinates Are More Skilled In
As a leader, it’s important to recognize that you don’t have to be an expert in everything. In fact, your team members likely have skills and knowledge that you don’t possess. For example, if you’re not particularly tech-savvy, but someone on your team is, it makes sense to delegate tasks that require those skills to that person. Delegating tasks based on individual strengths is not a reflection of your own abilities, so don’t take it personally or let your ego get in the way. Instead, focus on building a strong team that can work together to achieve your goals.
Tasks that you should never delegate
Delegating tasks can be a great way for managers to free up their time and empower their subordinates. However, it’s important to be mindful of the tasks being delegated and not overdo it. Some leaders may delegate tasks that are not within the job description of their subordinates or delegate every single task, leaving themselves with too much free time. To avoid this, managers should carefully consider the nature of the task before delegating it and ensure that it aligns with their subordinates’ skills and responsibilities. Ultimately, the decision to delegate a task should be based on the specific nature of the task and the workplace dynamics.
Work That Takes Long to Explain
If a task requires a lot of explanation or has a lengthy instruction manual, it may not be the best candidate for delegation. In these cases, it may be more efficient to simply do the task yourself. Remember, the goal of delegation is to streamline processes and free up time, not to create more work or confusion. So choose your tasks carefully and delegate with intention.
Confidential Jobs
It is important to carefully consider which tasks can be delegated to employees and which should be handled by you. High-priority and confidential jobs should never be delegated, as they require your expertise and could potentially lead to privacy breaches if assigned to the wrong person. Similarly, decision-making tasks such as appraisals and employee hiring should also be handled by you to ensure the best possible outcomes.
Crisis-Management
Leaders should take charge and plan for worst-case scenarios, as these decisions can have a significant impact on the future of the organization. While it is important to involve and seek input from team members, ultimately it is the responsibility of the leader to make these critical decisions. This is because leaders have the experience and level of responsibility necessary to navigate complex and challenging situations. By taking a proactive approach to crisis management, organizations can better prepare for and mitigate potential risks.
Boring Tasks
Employee motivation is crucial for maintaining high-quality output. However, boring tasks can quickly demotivate employees and drain their enthusiasm. To prevent this, it’s important to keep these tasks to yourself and find ways to make work more engaging and fulfilling for your team. By prioritizing their morale, you can ensure that they remain motivated and productive.
Very Specific Work
When a project is broken down into small, specific tasks with detailed instructions, there is little room for creativity and the expectation is to produce an output that exactly matches the instructions. In these cases, it may be best for one person to complete the task to ensure consistency and accuracy. Delegating such tasks to multiple subordinates can increase the risk of slight variations in the results. Therefore, it’s important to assess the task and determine if delegation is appropriate or if it’s best to complete it independently.
How to Delegate Tasks Effectively
The DOs of Delegating Tasks
DO: clearly communicate who is being given which tasks and why
Effective delegation involves clear communication and goal-setting. In one-on-one meetings and team gatherings, discuss individual and team objectives and assign tasks accordingly. Consider each team member’s strengths and interests to ensure engagement and productivity. Provide thorough instructions and all necessary information for each assignment. Establish clear completion criteria to ensure successful task completion.
DO: empower and support them along the way.
To help your team members succeed, it’s important to be approachable and open to questions. Let them know that you’re there to support them and provide guidance when needed. When giving feedback, be constructive and respectful, offering suggestions for improvement rather than criticism. And if course correction is necessary, do so in a way that helps them learn and grow. Empower your team by giving them the tools and resources they need to succeed, and be there to support them every step of the way.
DO: flex to what the staff member needs.
Everyone is at a different stage in their professional development and may require different support or guidance from you. Remember to approach each individual with an open mind and willingness to adjust your approach to best meet their needs.
DO: hold people accountable.
When delegating tasks, it’s important to remember that you are still responsible for the outcome. While you may have transferred authority to someone else, it’s crucial to hold them accountable for their work. As a leader, it’s easy to become too detached and lose touch with your team’s progress. So, make sure to stay involved and provide support and guidance as needed to ensure success.
DO: give yourself an immediate reward
One simple way to reward yourself is by giving yourself the gift of time. For instance, if you delegate a weekly meeting to a colleague, make sure to block off that hour on your calendar for something that you enjoy or that will help you advance in your career. This could be working on a passion project or taking a course to develop new skills. Whatever it is, make sure it’s something that will make you feel good and motivated to continue delegating tasks in the future.
The DON’Ts of Delegating Tasks
DON’T: micromanage.
When delegating tasks to your team, it’s important to trust them to do the work without micromanaging. Instead of constantly checking in, establish clear deadlines and schedules together at the beginning of the project. This will give your team members the space they need to work independently and allow you to avoid unnecessary micromanagement.
DON’T: take work back after you’ve delegated it.
When delegating tasks, it’s important to resist the urge to take the work back once it’s been assigned. Instead, offer support and guidance to the person you’ve delegated the task to, even if things aren’t going smoothly. Stick with them and provide additional support. By that way, you can help ensure that the task is completed successfully and that the person gains valuable experience and skills in the process.
DON’T: fixate on the negative.
When delegating tasks, it’s important to maintain a positive attitude and not focus solely on the negative. Mistakes and setbacks may occur, but it’s important to allow for them and not let them dampen the overall enthusiasm and motivation of the team. Keep the atmosphere positive and encourage a can-do attitude.
DON’T: be closed to new ideas or new ways of doing the work.
When delegating tasks, it’s important to keep an open mind and be receptive to new ideas and approaches. Remember that delegating means giving someone else ownership of the work, and their end product may differ from what you would have done. Instead of resisting this, embrace the diversity of thought and allow for their creative expression to shine through. Who knows, you may even learn something new from their approach!
DON’T: present others’ work as your own or without proper attribution.
When delegating tasks, it is important to give credit where credit is due. Avoid presenting someone else’s work as your own or without proper attribution. Instead, be transparent about who is responsible for completing each task and make sure to give them credit by name in meetings and written communications. This not only shows appreciation for their hard work, but also helps to build trust and accountability within the team.
DON’T: give up on yourself.
Delegating tasks can be a difficult skill to master, but it’s important not to give up on yourself. Even with years of experience in leadership, challenges with delegation can still arise. Remember that becoming an expert at delegation is a journey with ups and downs, and it’s important to keep pushing forward.
Effective Tips for Delegating Tasks
Identify the task and its requirements.
When considering delegating tasks, it’s important to assess the level of importance and potential impact of the work. While some tasks may be suitable for delegation, others may require your personal attention due to their strategic or business critical nature. It’s important to evaluate whether another team member has the necessary context, experience, or skill set to effectively complete the task. However, as the ultimate responsibility for achieving a successful outcome still falls on you, it’s crucial to carefully consider the decision to delegate.
Communicate clearly and set expectations.
When assigning tasks, it’s essential to be specific when communicating with the person you’re delegating to. Ensure they understand what needs to be done, the timeframe, and any other pertinent details. Additionally, make it a point to establish the quality of work required and other important instructions or regulations. Setting these expectations ensures that the task is fulfilled as desired and avoids any potential misunderstandings or miscommunications.
Understand the priority and difficulty level of each task
Delegating tasks becomes easier when you understand the priority and difficulty of each task. If a task is high priority, it needs to be completed soon, either by you or someone else. To make the decision to delegate, consider the type of work and its importance to team and company goals. By connecting work to these goals, you can effectively prioritize and delegate high-impact tasks. To ensure everyone is on the same page, use a shared project management tool to track progress and deadlines. This way, everyone has visibility into who is responsible for each task and why it matters.
Assess the skills and strengths of your team members.
When delegating, ensure the person you are entrusting with the task has the capability to succeed. Successful delegation requires two components:
- assigning work to people who have the appropriate abilities
- giving them chances to acquire new abilities
So, be sure to understand each team member’s existing skills and interests. Schedule some time for your next one-on-one to get their input on which aptitudes they have now that they would like amplified, as well as which aptitudes they would like to learn that they don’t have yet.
Provide context and guidance
Effective delegation involves more than just handing off tasks to others. To ensure success, it’s important to provide clear guidance on how to complete the work, including any necessary tools or resources. Additionally, setting a due date and outlining the priority, goals, and desired outcome of the task can help the person taking on the work understand its importance. It’s also important to provide context and any relevant documents or details about the work, as well as any related tasks that may impact the overall project. Remember, what may be easy for you may be new to the person you’re delegating to, so take the time to walk them through the assignment and answer any questions they may have to set them up for success.
Invest in training
As a manager, it can be tempting to hold onto tasks that only you can do. However, it’s important to prioritize and consider delegating those tasks to team members. By investing time in training them, you not only build their skills but also free up your own workload in the long run. Delegating tasks also helps you improve your time management skills and provides team members with new opportunities. When training someone, it’s important to give them space to problem-solve and make decisions on their own. Instead of immediately providing solutions, ask questions to guide them towards finding the right answer and building their decision-making skills.
Provide support and feedback.
Effective delegation involves more than just assigning tasks to others. It’s crucial to provide ongoing support and feedback throughout the process. Regular check-ins with the person you delegated to can help you monitor progress, address any concerns, and offer guidance if needed. Providing constructive feedback on their work can also help them improve and feel valued. By taking these steps, you can ensure that the task is completed successfully and that your team member feels empowered and supported.
Focus on results
Effective delegation involves focusing on the end result rather than micromanaging the process. It’s important to trust your team members to come up with their own approach to achieving the desired outcome. Instead of spending too much time explaining how things should be done, provide clear expectations and give your team members the space to develop their own skills and problem-solving abilities. This approach not only empowers your team, but also frees up your time to focus on other important tasks.
Trust but verify
Delegating tasks can be a great way to empower your team and free up your own time. However, it’s important to remember to trust but verify. Give your team member the space they need to do the work, but check in with them periodically to ensure they have the support they need. As the leader, you are ultimately responsible for the success of the work, so consider implementing a review cycle or follow-up period to ensure the work is on track and make any necessary adjustments. By finding the right balance between trust and oversight, you can delegate effectively and achieve great results.
Consider workload and availability.
Effective delegation involves careful consideration of the workload and availability of team members. It’s important to avoid overburdening individuals who are already swamped with tasks, as this can lead to burnout and decreased productivity. Additionally, it’s important to take into account any upcoming vacations or commitments that may impact a team member’s availability. Open communication with team members is key to successful delegation, as it allows you to understand their current workload and availability and ensure that they have the necessary time and resources to complete delegated tasks effectively.
Practice Letting Go
Letting go of control can be a challenge, especially for new managers and leaders who feel a strong sense of responsibility for their work. However, delegating tasks is a crucial skill to develop. To make the process easier, start small and gradually work your way up to larger projects. It’s important to be patient with yourself and your team members as you build your delegation skills. Keep in mind that team members may take longer to complete tasks than you would, but delegating allows them to grow and develop their skills while also lightening your workload. Practice letting go and trust in your team’s abilities.
Empower each individual
Empowering each individual means giving them the authority and power to take action. Empower others by delegating tasks and involve them in the decision-making process to take it a step further. Value your team’s expertise by seeking their feedback, making each individual feel capable of contributing meaningfully.
Understand the nuances of relationship building
Delegation is a process that inevitably involves interactions with others. As you delegate, you engage in collaboration, mutual experiences, and the establishment of positive work relationships. By acknowledging the significance of leadership qualities like understanding, reliance, and composure, you can foster resilient professional connections prior to, during, and following every delegation instance.
Share the end result at the beginning
When delegating tasks, it’s important to communicate the end result at the beginning. This means sharing your vision for the final product or outcome, as well as any specific formatting or goals you have in mind. Even if you’re working with high-performing individuals, providing clarity upfront can help ensure that everyone is on the same page and working towards the same goal. Without clear communication, you run the risk of not getting the results you want and potentially damaging your team’s confidence in the process.
Maintain a system of checking
Effective delegation involves scheduling weekly progress check-ins with your team. Address challenges and provide suggestions to optimize task completion.
Conclusion
When setbacks occur during the delegation process, it is important to keep your higher-level purpose in mind. Remind yourself of the career goals you are working towards by delegating tasks and relinquishing your past workload. As a leader, your skills are better used in this capacity rather than as an individual contributor. Seeking feedback from team members, managers, and coworkers can also provide valuable insights on how to improve your delegation skills. It’s crucial to avoid falling into the cognitive trap of believing it will take less time to do the work yourself. Instead, measure the time saved through delegation in the long term rather than the short term.
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