Delegation is an art that many managers struggle with. Learning how to effectively delegate has many advantages, from improving team engagement to reducing your own individual work burden. So why do so many of us find it so difficult to do? The answer often lies in a lack of clarity or experience. You may be so used to doing everything yourself that you can’t quite pass the responsibility onto another person. Or the business may be new and the roles so fluid that it’s not quite clear who responsibilities should fall to. However, delegation is always possible once you know how.
Stage 1 – find the best person for the job
You’ll always find it easier to delegate if you believe that task or role has been assigned to the person most able to do it. Spend some time getting to know the people within the business to identify who is likely to be best suited for what. Some larger organisations choose to rely on personality tests to help identify the types of employees who are right for a task or role. Others factor this into the appraisals process. Whatever option you choose, make sure it gives you insight into those who might be the best fit, as this will make any delegation you do much more effective.
Stage 2 – differentiate between peak and non-peak times
Delegating often means giving someone without much experience of a specific situation the opportunity to grow. However, it’s important to be able to identify the appropriate time for this type of delegation, as well as the moments when you have to put the most effective people into a specific role. For example, you will have more options when you’re delegating at non-peak times – this is the perfect opportunity to delegate more widely. However, if your business is under pressure and you’re entering a peak period, make sure you’re delegating only to those you know can cope and who have a proven track record of exceptional performance.
Stage 3 – don’t micromanage
If you’re going to commit to delegation then do actually take a step back. Successful delegation doesn’t mean being completely hands off but you do have to give the individuals concerned the opportunity to fully take on the responsibility. Survey after survey has found that most staff hate being micromanaged so you will not only undermine any delegation you’re trying to achieve but also cause problems with staff motivation and engagement if you try to retain too much control over processes and outcomes. You are much more likely to find that, with the right amount of distance, staff will thrive when the responsibility is placed in their hands. Pick the people you trust and then have the confidence to step back and let them shine.
Delegation is essential for business growth and creating a positive working atmosphere for your employees. Once you master the art of effective delegation, you’ll find that growth comes much more easily, both in terms of your own personal development and that of the wider business.
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