Do you feel overloaded, stressed? Is your career stagnating? Learn to delegate! All too often managers find it difficult to give up client work or core tasks and successfully delegate them to their team. However, delegation is a fundamental part of a successful organization…
The benefits of a successful delegation
Delegating can result in tangible and intangible benefits for organizations, including time and money savings and reduced burnout. Studies have shown that poor delegation can have the opposite effect; Increase burnout, tardiness and demotivation of employees.
Successfully delegating tasks will only benefit you because it:
- Saves valuable time;
- helps you to develop your employees;
- allows you to better understand their strengths and weaknesses;
- motivates team members to perform.
Few people still manage to take the plunge and entrust tasks or responsibilities for several reasons:
- You think it would be faster to do it yourself:
- They are afraid of offloading their work onto others
- You don’t want to lose control
- You feel threatened.
However, delegation can only be a win-win situation if done properly.
Follow some important guidelines to ensure successful delegation.
Know what needs to be delegated
Delegating allows you to share the workload with your team members, giving you more time to focus on tasks that require your specific skills and expertise. It’s important to identify the tasks that can only be done by you, as well as the other tasks that best suit your skills.
learning to let go
The second most important principle of successful delegation is the ability to let go. From the very definition of delegation, it is only beneficial if the manager can buy time to focus on higher-level tasks such as leadership and strategy development.
You need to get to the level where you can trust your team to get the job done the way you would, or even better, without your interference. After all, you’ve already hired the best talent and selected the best person for the job.
Choose the right person
To mitigate setbacks or disappointments, ensure the delegate has the skills, background, and operational information needed to successfully complete the tasks. It is important that you are satisfied with the delegate’s expected performance. Think about the projects this person has done in the past. Ask yourself, “Has this person successfully demonstrated their potential for this new role? “. If your answer is yes, you are on the right track.
Explain the “why” of the mission
It’s always tempting when delegating a task to skip the “why” behind the project and dive straight into the “what” of the project. That’s a big mistake. It’s important to start by explaining the big picture: the purpose of the project and how it plays a part, however small, in all the things that enable your organization to achieve its mission. Stewards need to know why the work they are asked to do is important.
Set clear expectations
This step involves developing an action plan to teach your team members how to complete the new tasks assigned to them.
With that in mind, when you delegate a task:
- Explain in detail the desired result;
- Set clear expectations about what you envision;
- Explain how the task fits into the overall picture.
- Define criteria for measuring success: This should not only give team members an unbiased way to see the outcome, but also allow them to track their performance and make changes so they are in the best position to achieve great results.
Finally, don’t forget to give your people some structure and the resources they need to be successful.
Be patient and understanding
Growing an employee into a new job is quite similar to raising children. You should always be prepared to make mistakes because they will definitely happen. You need to be patient as they grow and understand that they are young and likely to make mistakes you wouldn’t make.
Still, with the right guidance, children will grow up and be able to manage their own affairs.
Likewise, when delegating, you might think that you can do it better and faster on your own.
But as a leader, you think about the future and the impact these new skills your team is learning could have on longer-term business goals. Remember that even though you have delegated, you are still accountable for the results of the task.
As mentioned earlier, delegating is beneficial for both management and employees. That’s correct ! However, delegating certain tasks is not just unloading other additional burdens on others, but an opportunity to further develop employees, managers and the entire company. So don’t fall into the trap of over-delegating certain tasks in a way that isn’t in everyone’s best interest!
At first glance, delegating might seem like more of a hassle than it’s worth. However, by effectively delegating tasks, you can increase your team’s productivity and skills. To delegate effectively, choose the right tasks to delegate, identify the best people for the task, and support them through the process.