Delegation With A Purpose

Delegation comes easy for some managers; whereas, other managers have a much more difficult time with delegation. In either case, delegation should be done with a purpose and not to just dump work on an already overworked employee. Managers have a responsibility to develop their employees. To do this, the manager must know how to properly delegate tasks, projects, and responsibilities to the employee.

More often than not I have encountered managers that will delegate remedial tasks (those with little responsibility) and not delegate larger tasks / projects with added responsibility for one or more of the following reasons:

  • They don’t think the employee can do the job as well as they can
  • They think that it will take too much time to explain the task / project
  • They don’t want to make themselves dispensable
  • They don’t want to overburden already overworked employees
  • They don’t trust the employee to get the job done right

None of these ‘excuses’ are viable. Again, managers have a responsibility to develop their employees. The article Managers Must Delegate Effectively to Develop Employees has some great tips for managers to keep in mind while delegating tasks:

1. Keep a delegation attitude

2. Define the desired outcome

3. Select the person

4. Get input from others

5. Assign the responsibility and define the time factors

6. Provide training and guidance

7. Define the authority level

8. Agree about the control process

9. Monitor progress

10. Provide feedback

11. Identify the lessons learned

12. Evaluate performance

If you are a manager, how do you delegate? Do you delegate with purpose?

Leave a Reply

Your email address will not be published.