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Help Your Employees Grow By Delegating Responsibly

  • 29th Apr'23

Managers have a set of specific duties to perform within an organization, but their most critical responsibility is to ensure that all activities align with the organization's mission and goals. Successful managers know how to delegate efficiently, so they have time to plan, work with other team members, and keep an eye on their employees' performance while also providing them with growth opportunities.

Managers often assume they are delegating by assigning tasks to their subordinates, but this can sometimes overburden the employees. Proper delegation entails giving someone both the power and duty to take the necessary actions to achieve the intended objectives.

Why are most organizations not doing this well? The failure of businesses to ensure that managers and supervisors are proficient in delegation is a significant contributing factor. Many managers have never learned how to delegate responsibly.

Other reasons for managers' lack of delegation include the following:

  • The idea that employees can't perform a task as well as management.

  • The idea that doing the work takes less time than assigning the obligation.

  • Lack of confidence in the drive and dedication to quality of personnel.

  • The desire to become indispensable.

  • The satisfaction of handling one's work.

  • Guilt related to assigning more work to an overburdened team.

There are some valid justifications for not delegating too. For instance, it is very challenging to delegate tasks if a company is understaffed or supervisors have no one reporting to them. The majority of these arguments, nevertheless, cannot be rationally analyzed. Since they are not expected to complete all the work alone, managers must delegate. They should connect with other managers about goals, make plans for potential changes in the market, the level of competition, and similar things, and talk to them about how to enhance operations and come up with new strategies. Also, managers must invest time in their personal growth through training and by staying current on technological advancements and other developments pertinent to their firm and sector.

Managers are in charge of training their staff to ensure they are well-trained, identify potential leaders, and prepare their successors for future advancement or when they move to other organizations. Giving employees responsibility sends a strong message to them about the level of trust, competence, and value the organization places in them.

Are you looking to learn how to delegate responsibly?

A checklist for delegating 

1. Take a closer look at each task and ask yourself.  "Is there someone else who could handle this task?" This is especially important for tasks that you've been doing for an extended period.

2. Provide the desired result. What is the outcome that I wish to achieve? Instead of offloading chores, learn to assign accountability for attaining results.

3. Choose the subject. When selecting someone to whom to assign anything, take into account more than one factor. Some points to think about, Who has training and expertise? Although, Don't overburden this employee, please. Who needs to be taught how to manage this duty? Who has the time to take on this obligation? Who would want this chance?

4. Consult with others. Request suggestions on what needs to change, who should be involved, and how to define the outcomes. Consult your team, other managers, your employer, and your clients.

5. Assign the duty and specify the time constraints. What time frame is there? When do you need progress updates?


Tips for delegating responsibly 

1. What should you delegate?

Not all jobs can be assigned to others. For instance, you should address any personnel issues or performance evaluations. After all, selecting the best candidates and being aware of each employee's advantages and disadvantages can help you assign tasks more effectively to suitable team members.

Delegate if someone else could complete the task more effectively, or if you believe this is an opportunity to learn. While providing you time to concentrate on more strategic issues, it will demonstrate to your team that you value and trust them.

Nonetheless, some daily tasks don't need your supervision. Ask yourself, Is there a task that you consistently take on, even if you know your colleague is more qualified to finish it? Would giving the project to another employee advance their professional interests? 


2. Consider the goals and strengths of your employees

Every employee needs to have objectives they are working toward, and these objectives should include delegation opportunities. You might have a direct associate, for instance, who desires to get management experience. The kind of task you assign them could affect their professional growth strategy.

For other tasks, someone on your team probably possesses the specialized knowledge required to produce the desired outcome. Use that and play to the abilities of your staff. A person is more motivated and engaged when they have a greater opportunity of succeeding, which benefits the whole company.


3. Ask for feedback 

You should provide feedback to your staff when the tasks you've assigned are finished, in addition to keeping track of progress.

Don't be scared to offer constructive criticism if a task wasn't finished as required. The next time a similar work is issued, your employees can use this feedback as inspiration and make adjustments. On the other hand, keep in mind to provide compliments and express gratitude when work is completed successfully.

You should also ask your staff for any input they have to ensure that you are delegating effectively. Ask your staff if you gave them clear directions, and see if there is anything you can do to delegate more effectively in the future. This shall prove to be a great way to assess effective management.

To conclude, delegating is difficult; it's a skill that needs to be developed over time through practice. But, you'll be more successful in your role as a manager the more adept you become at matching the appropriate individuals with the appropriate tasks and responsibilities.you can ask for management feedback in order to improve further.


Shellye is committed to helping people from diverse backgrounds achieve their careers and life aspirations. The content published above was made in collaboration with our members.

Shellye Archambeau is determined to help you with all possible strategies to climb the ladder of success. She values your feedback. Do mention them in the comment section below.


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