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You need to delegate an important task. How do you make sure it goes to the right person?

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Delegating an important task can be challenging, especially if you are used to doing everything yourself. However, if you want to grow your business, save time, and empower your team, you need to learn how to delegate effectively. In this article, you will discover how to make sure you assign the right task to the right person, and avoid common delegation pitfalls.

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1 Assess the task

Before you delegate anything, you need to understand what the task involves, why it is important, and what outcomes you expect. This will help you define the scope, the deadline, the budget, and the quality standards of the task. You also need to consider how urgent and complex the task is, and how much guidance and feedback you will provide along the way.

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2 Identify the person

Once you have a clear picture of the task, you need to find the best person to handle it. You can use various criteria to evaluate your potential candidates, such as their skills, experience, availability, motivation, and learning goals. You can also ask for their input and preferences, and explain why you chose them for the task. Ideally, you want to delegate to someone who has the ability and the interest to complete the task successfully.

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Ashleigh Stanford ??

Revenue Leader and Growth Engineer | VP of Marketing at PracticeTek
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Finding the right person is important, but don't be afraid to challenge someone who has the will, but not yet the skill. Giving someone an opportunity to grow and mentoring them through their first attempt will gain loyalty and help your team members to grow.

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3 Communicate the expectations

After you select the person, you need to communicate the expectations clearly and concisely. You can use a delegation checklist or a template to cover all the essential aspects of the task, such as the objectives, the resources, the milestones, the risks, and the evaluation methods. You also need to clarify the level of authority and responsibility that the person has, and how often and how you will monitor and support their progress.

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4 Delegate the task

When you delegate the task, you need to make sure that the person understands and accepts the expectations, and has all the tools and information they need to start working. You can use a confirmation technique, such as asking them to repeat or summarize the key points, or asking them to write down their action plan. You also need to express your confidence and appreciation, and encourage them to ask questions or raise issues if they encounter any problems.

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Jeffrey Rose

First Officer at ABX Air
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In addition to creating an open atmosphere where the delegate feels comfortable coming to you with questions, give them a list of others who could be helpful throughout their task. Make sure you notify those individuals along with a brief summary of the task assigned, so they are ready to assist if/when they are contacted.

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5 Monitor the progress

While you delegate the task, you still need to keep an eye on the progress and provide feedback and guidance as needed. You can use different methods to monitor the progress, such as regular check-ins, reports, meetings, or dashboards. However, you need to avoid micromanaging or interfering with the person's work, as this can undermine their trust and autonomy. Instead, you need to focus on the results, not the process, and offer constructive and timely feedback.

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6 Evaluate the outcome

Once the task is completed, you need to evaluate the outcome and recognize the person's efforts and achievements. You can use a review or a debrief session to discuss what went well, what could be improved, and what lessons were learned. You also need to celebrate the success, thank the person for their contribution, and reward them accordingly. This will help you strengthen your relationship, improve your delegation skills, and prepare for future tasks.

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Jeffrey Rose

First Officer at ABX Air
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Remember that it is you who is responsible for the delegated work. If you have to make any adjustments to meet task requirements, don't shy away from making that a part of the outcome evaluation. Being honest about needed improvements will help your teammate be more prepared for the next opportunity, leading to their further development. Protecting their feelings at the expense of learning how to do better doesn't help anyone. They're professionals who will learn and make corrections going forward.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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You need to delegate an important task. How do you make sure it goes to the right person?

1

2

3

4

5

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1 Assess the task

2 Identify the person

3 Communicate the expectations

4 Delegate the task

5 Monitor the progress

6 Evaluate the outcome

7 Here’s what else to consider

Business Strategy

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You need to delegate an important task. How do you make sure it goes to the right person?

1

2

3

4

5

6

7

1 Assess the task

2 Identify the person

3 Communicate the expectations

4 Delegate the task

5 Monitor the progress

6 Evaluate the outcome

7 Here’s what else to consider

Business Strategy

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