A great leader understands how to empower their team and when to delegate effectively in order to keep high morale and achieve maximize productivity in the workplace.
Delegation is a skill that can be learned and improved over time, and will prove to increase efficiency throughout your organization, if used properly.
Oftentimes, those in leadership roles face the inability to allow others to help take over some of the workload. This could be due to fear of the work being completed incorrectly because of the varied skill levels of the employees in a business.
However, if they were hired, they’re likely competent enough to assist in executing work effectively, so let go of smaller tasks that co-workers or team members are able to achieve on their own. This will not only make them feel valued, but also relieve some of your workload, resulting in a more pleasant work environment for everyone.
Build confidence with clear instructions
When delegating responsibilities and tasks, consider assigning co-workers and team members with tasks that they can achieve with minimal help from others.
Know their strengths and relevant skill levels before shaving off your own workload and provide specific instructions on how it is to be accomplished, otherwise this delegating could backfire if the work ultimately ends up back in your hands to be fixed.
The more details you’re able to provide with a task, the more likely it is to be done the correct way. This proactive strategy will help ease both your mind and the minds of your employees by giving them the confidence they need to successfully complete the job on their own.
Don’t micromanage, but stay on top of things
After you’ve passed along a task to another employee, be open to teaching opportunities when time allows. If you’re unable to take the time to teach necessary skills when they are unknown, you’ll never be able to delegate work when you feel you should.
While this may feel like a waste of time because you could now be completing the task on your own, consider it an investment in future delegation opportunities. If employees seem to have a task under control, trust that they do. It’s okay to check in on the progress now and then, but don’t micromanage the work.
This will only make employees feel like they’re not trusted enough to complete a task on their own without continuously being watched over.
Gather feedback and plan better for the future.
Most importantly, when delegation of tasks has been done and the work has been completed correctly, provide your employees with meaningful feedback.
Feedback, both in the form of praise or constructive criticism, will help the delegation process continue forward in a successful way.
Employees feel valued when they receive praise and are likely to continue to work their best to aide in the success of a business or a project. They also take constructive criticism as a learning opportunity to better themselves, eventually leading to success, as well.
Additionally, allow your employees to critique your delegation skills. By improving this process, effective delegating will become easier, more natural, and less stressful throughout an entire business.