Here's how you can ensure clear expectations when delegating tasks.

Set SMART goals Specific - Clearly define what needs to be accomplished. Don't use vague terms like "improve" or "increase." Instead, be specific about the desired outcome. Measurable - Define how you'll measure success. This allows you and the person you delegate to track progress and know when the goal is achieved. Achievable- The goal should be challenging but achievable. Consider the person's skills and experience when setting the goal. Relevant- The goal should be relevant to the overall project or goal. Make sure the delegated task contributes to the bigger picture. Time-Bound: Set a clear deadline for completing the task. This creates a sense of urgency and helps with prioritization.

Timely, clear and transparent communication is key within a team. Setting clear goals, timelines and representatives for each tasks will give your team visibility on what they need to deliver. Involving them in the process is also important so they can pitch in ideas, workflows, timelines and more specifics tasks you may not have under your radar. When people feel involved rather than imposed, they engage a lot better and feel more committed to achieve the goals they helped set.

Instead of choosing, I would change the language to matching but specially, I would also ask the team who is interest in taking on a new quest. You’d be surprised to see many people want to improve, learn new things and this will give you 2 things: 1. More commitment. 2. Growth opportunities.

Communication in my experience tends to be the #1 problem with workplace and life problems ?? We aren’t not effective communicators. Either we are scared or nervous about being truthful, or people can’t take honest feedback, people get defensive, or don’t have the courage to speak to someone else’s face. It’s vital to promote open, respectful and transparent communication within your team. Teach them how to find the right place, right time and Right tone to talk things out.

Nobody is almighty so make sure your team has what’s necessary to achieve the goals or tasks you are setting. Openly ask for what they are going to need beforehand. And I get, sometimes you can’t have it all but for that, they have you as a leader to support, resolve issues, provide solutions and guide them.

When communicating to someone you are delegating a significant amount of work to or assigning work to, focus on the key outcomes or milestones they'll need to successfully achieve. Most of the time, you are delegating the 'what' or the outcome of the work. The 'how' should be up to the person you've entrusted with the work. Let them know you plan to ask them to share their approach in your next 1:1 meeting. At that next meeting, you could ask questions about their plans/do they have any questions for you or need clarification? Once you better understand their approach, you can work with them to set some key milestones to gauge whether they are making sufficient progress.

Feedback both ways is on of the most powerful tools there are for team and culture building. Promote open and honest communication. Teach them to speak up when things are not going well. Teach them how when and where to talk things out. But the most important part is that, as a leader, you also actively listen to their feedback. Understand what they need from you too. Not because you are the leader, you are perfect. Sometimes your communication is not clear or doesn’t come in time or there’s a roadblock you can help with. It’s both ways and timely so you can solve quickly and specially build trust.