My advice: Always delegate the task very clearly. Be cognisant of current tasks and spread the workload in line with capability. Offer to meet and clarify the task. Timelines must be reasonable. Schedule a progress check-in. Allow for a revision before the task is finalised. Give positive feedback at the end.

Instead of assigning tasks mechanically, consider who on your team would enjoy or learn from each challenge. Have honest conversations, like, “I believe in you, and I think this project could showcase your strengths.” Give clear direction but also space for them to make it their own. Check-in with a mindset of, “How can I support you?” rather than “Did you do it right?” Show appreciation for their efforts, and watch how trust and motivation grow, together.

Clear communication of roles and duties empowers team members, which improves morale and productivity. By giving activities that are relevant to individual strengths, we promote a sense of ownership and pride in our work. Regular check-ins and constructive feedback assist to keep momentum and address difficulties quickly. Remember that delegation is not about unloading work; it is about developing talent and forming a cohesive team capable of tackling complicated technical tasks with confidence.

Quando o assunto é delegar, gosto de mencionar o Delegation Poker do Management 3.0. Ele tira a responsabilidade de delega??o exclusivamente das m?os do gestor, permitindo que o time participe ativamente das decis?es. Com essa ferramenta, temos níveis diferentes de delega??o, e podemos distribuir responsabilidades com flexibilidade: o gestor deixa de ser o único responsável pela delega??o, e o próprio time se engaja na escolha dos níveis de autonomia. Isso promove um ambiente de inclus?o, pertencimento e engajamento, onde todos têm voz sobre seu papel e suas tarefas. Assim, o Delegation Poker cria um clima de confian?a, onde a equipe se sente mais valorizada e motivada, o que aumenta tanto o moral quanto a produtividade.