Invest In Your Employees by Teaching Management to Delegate More Often

Delegation. It’s often the hardest part of leadership development. In order to delegate work, managers must learn to relinquish control and put their trust in others. They must become comfortable with the idea that their success ultimately rests on the shoulders of other team members.

A common reason many managers struggle to delegate is that it’s usually easier and faster to get the work done themselves than to take the time to train and manage a direct report. After all, the short-term incentive of delegation isn’t always easy to see, especially when facing pressure or a strict deadline.

But the truth is, when we don’t take the time to develop talent, it can lead to a lack of bench strength and significant talent gaps down the road. Delegation is important because it empowers and motivates employees to perform. Teaching your managers to delegate is an investment in your employees and the future of your company. Organizations that struggle with delegation throughout the org chart may find it difficult to sustain productivity long term.

As business consultants, we’ve learned firsthand the positive impact delegation can have on growth, which is why it’s such a core focus of leadership development programs. Learning to properly delegate has many benefits including improved productivity, happier teams, and employee retention.

Google recently announced a 7 step internal process for teaching your company leaders how to delegate. Here is what they recommend:

1. Start With A Project Overview

Delegation should begin with a high-level overview of the task or project during which managers should clearly explain the objective, how the task is connected to the bigger picture, and why the employee was chosen to perform the duty. By providing this overview ahead of time, you can give the employee the opportunity to digest the information, formulate thoughts, and brainstorm ideas.

2. Describe The Details

After providing an overview, you need to define the details. Here is when it’s time to really set expectations on what success looks like. Define the expected results, including deliverables and the deadline. When providing details, make sure you’re telling your team what to do, not how to do it. Remember, be specific and prepare in advance. You need to be clear on the instructions yourself before you can effectively deliver them to a direct report.

3. Give Employees The Opportunity To Ask Questions

After setting your expectations, then it’s time to open up a dialogue. Allowing your team to ask questions, seek clarification, and voice opinions gives you the opportunity to understand the degree to which your team understands the task at hand. At the end of the day, it’s your responsibility to ensure employees have all the information they need to complete the work. 

4. Listen To Comments And Respond With Empathy

Concerns are natural, especially if your team is performing a new or unfamiliar task or project. Your employees might be initially unsure about their ability to complete the assignment. Take the time to respond to comments, provide additional details as needed, and be empathetic. Let them know that you still have their back and are available to provide additional help or guidance as needed.

5. Discuss How The Project Impacts The Whole Team

Help employees further make the connection between the task at hand and the rest of the team or organization. Perhaps the completion of the delegated task is a dependency on another project or assignment across the team. Share information on what is riding on the completion of this task in order to help them realize the importance. When employees understand how their actions influence the larger picture, they’re more likely to be motivated and engaged.

6. Provide Encouragement

Your team needs to know you trust them before they’re going to step outside of their comfort zone and accept new responsibility. Without a manager’s confidence, employees are nervous about the potential for failure. As a result, it’s critical to provide them with the encouragement and confidence needed to go out and get the job done right.

Psychological safety describes a mindset that enables one to be their true self without fear of repercussions. When managers create an environment where psychological safety can thrive, employees are more likely to perform. If someone does end up failing along the way, then their manager needs to be ready to help them learn from their mistakes.

7. Establish Milestones And Monitor Progress

Work with your employee(s) to establish a timeline for project completion and be sure to monitor progress along the way. What are the major milestones and when should they be complete? Throughout the duration of the project, you’ll need to hold frequent check-ins and ensure progress is being made towards the intended goal. However, micromanaging can give employees the impression that you don’t fully trust them, so you’ll need to strike a balance. Give your team full autonomy, but still, be tuned in to progress. If progress isn’t being made, make sure to understand why and let the team know they’re accountable for results.

Teaching managers to effectively delegate is a commitment and investment in the future of your company. Employees need to be constantly challenged in order to maintain engagement. The only way to challenge them is to introduce new tasks and responsibilities that help them grow and refine their skills.

Making delegation a fundamental component of your company culture takes practice and it needs to start from the top. As the leader of your organization, be the example you want to see. Make sure you’re effectively delegating work to your direct reports and let them know that learning how to effectively delegate is a key component to their leadership role.

Delegating is more than just assigning tasks; you need to set up your employees for success. If your management team is struggling to delegate, consider how a business consultant can help. Consultants can work directly with your leadership team to help improve delegation and employee development. If you’re looking for help today, contact us at Lilly Consulting Group today.

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