Employee Delegation Process
Your team grows and advances based on your leadership skills and direction. Every team has a group of individuals that excel over another. As a leader you need to learn to count on everyone on your team and to elevate everyone from the level they are at. You can start today by delegating new tasks – but before you do, make sure you incorporate these important factors on how to delegate work more effectively to the entire team.
1. Selecting the Individual Employee or Team
Are you going to the same employees over and over again when delegating a task or project? Is it possible you’ve become too comfortable with specific individuals or teams? Doing so may demotivate other team members in the organization and can even compromise the performance of your key players. Your key players usually depend on support from the rest of the organization to get things done. You do not want your team members to turn against one another, a situation that would prevent the entire organization from coming together to achieve its fullest potential. Learning to count on every employee on your team can help!
2. Remember Why You Are Delegating Work
When you need help, who do you approach? Most likely you turn to your best players. While that makes sense, you also need to involve and delegate work to the entire team at some point. With each employee, consider why you are delegating (motivation, growth, or time management) a task, and match the appropriate tasks to that person’s capabilities. Delegating isn’t only about getting the job done. It’s also about the three important reasons that leaders delegate.
3. Assess the Appropriate Level of Delegation
Are you using the same leadership style for every employee on the team? Once you realize that not everyone is the same, your level of delegation should be adjusted based on the intricacy of the task and the person it’s delegated to. Delegation is not about telling people what to do and expecting them to do it. The person who delegates the work must exercise many different degrees of supervision and involvement. The more experienced and reliable the other person is, the more freedom you can give. The more critical the task, the more cautious you need to be about extending a lot of freedom, especially if the company’s financial future or reputation is on the line.
As a business leader, remember that it’s your job to count on everyone in your team. When you do that, your team becomes stronger.