Top 5 tips to delegate tasks to your work team

Learn how to delegate tasks to your work team

If you are struggling to delegate tasks to your work team or you find it difficult to work with your team, you must read this article. Keep reading to find out all the details!

If you are struggling to delegate tasks to your work team or you find it difficult to work with your team, you must read this article. Keep reading to find out all the details!

Your leadership style is situational. Your leadership style depends on the task, the team or individual's capabilities and knowledge, the time and tools available, the experience of the team members doing similar projects, and the results desired.

First of all, whenever it is possible when delegating work, give the person a whole task to do. If you can't give the employee a whole task, make sure that they understand the overall purpose of the project or task that the task you assign them is part of. If possible, connect them to the group that is managing or planning the work. Staff members contribute most effectively when they are aware of the big picture.

First of all, whenever it is possible when delegating work, give the person a whole task to do.

Also,  employees are more effective performers when they feel part of something that is bigger than themselves. By giving the employee the whole and complete picture, you ensure that they feel as if they are a part of the whole initiative. This makes them feel more important in the scheme of things.

If you have a picture of what a successful outcome or output will look like, share your picture with the staff person. You want to make the person right. You don't want to fool the person to whom you delegate authority for a task, into believing that any outcome will do unless you feel that way. 

What is more, identify the key points of the project, or dates when you want feedback about progress. It is the critical path that provides you with the feedback you need without causing you to micromanage your direct report or team. You need assurance that the delegated task or project is on track.

What is more, identify the key points of the project, or dates when you want feedback about progress.

Finally, identify the measurements or the outcome you will use to determine that the project was successfully completed. If you identify how you will measure the outcomes and share this with the employees, they will be more likely to succeed. This will make performance development planning more measurable and less subjective, too. It's a win-win situation.

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