How Well Do You Delegate?

On many of the management training courses I have delivered, delegation comes up as something that most managers believe they should be doing more of. I’m therefore sure many of you will feel the same way. 

Delegation is simply giving another person the authority and resources to do a job you normally do. The problem is that, many times, a manager can miss several key steps important for effective delegation. So here’s a few helpful tips. 

1. Delegate anything not important for you to do (meaning there’s no consequences if you don’t do it). 
2. Unsure if it’s worth delegating? Calculate time saved versus time spent explaining or even coaching. If it saves you time through the year, it’s well worth it. 
3. Only delegate the job to someone with the competencies (skills and knowledge) and willingness (confidence and motivation) to do it. Lacking competencies, then coach them, lacking confidence, support them and build it, lacking both, then you’ll have to direct them through it. 
4. They can do it, but do they know YOUR standard? Be clear, and let them know how you want it done. It’s highly demotivating to be told “Ah, that’s not how I wanted it done”
5. Be clear to them and the team on their level of authority. You don’t want them overstepping the mark. Equally, you want the team to know they have your authority to get that job done.
6. Stop wasting time you’ve saved by chasing the person for an update on it (you are still accountable, so you need to know). Ensure you agree times and method (email, one-to-one, phone) when they will update you on the job’s progress.
7. Always appreciate them once it is completed. It was your job, so a thank you is well and truly needed. 

Follow these, and your delegation should be effective. Why not think of a job now and ensure you delegate it using these steps this week.