Delegation is an essential skill for managers to increase productivity

Have you ever felt like you need a few more "yous" to tackle everything on your list and stay productive? While cloning is out of the question, having a team means having capable help to handle the burden of a full plate of tasks. Delegating is key — and it's not just about lightening your workload, but empowering your employees to grow. When you delegate, your team isn't just working for you, but thriving alongside you and achieving organizational goals faster.

More often than not, your team will even do a better job than you at the tasks you hand off, because they have more time and different skill sets. But this is the dream vision of delegation, and managers can struggle with letting go of control. So how do we move from an overflowing task list to a world where delegation is a motivational tool for growth?

Delegation is an essential skill for people managers, but it's not something you'll learn in most schooling programs. And like many manager skills, it’s not just what you do that counts, it’s how you do it that makes the difference. To become a better manager, you must improve your delegation skills, and if not prioritized, it can come at a serious cost.

The hidden costs of holding on to too much

If priorities are being neglected and a team isn't experiencing growth, trust and motivation dwindle. When managers feel stressed due to overwhelming workloads, they may be tempted to hold onto tasks and not delegate them to their team members to save them the burden or due to sheer panic (think deer-in-headlights). However, this can lead to hidden costs such as decreased morale, a lack of skill development, and missed opportunities for team members to take on new responsibilities and grow within their roles.

Additionally, managers may burn out and become less effective at their own work, ultimately hindering the success of the entire team. By recognizing the importance of delegation and actively practicing it, managers can avoid these hidden costs and create a more productive and fulfilling work environment for themselves and their team.

Delegation training benefits the entire business

Have your managers undergone formal management training? Organizations must equip their managers with the required skills to delegate work to their teams effectively, or the consequences can be dire.

Without proper training, managers struggle to delegate tasks efficiently, leading to decreased productivity, employee burnout, and ultimately, negative impacts on the organization's overall success. Organizations need to invest in their managers' development and provide them with the tools and resources necessary to effectively delegate tasks and responsibilities. This not only benefits the managers but the entire team and the organization.

Delegation training should focus on teaching managers how to effectively communicate expectations, provide support and resources, and set clear goals and deadlines for their team members. With these skills, managers can delegate tasks in a way that maximizes productivity, promotes employee growth and development, and ultimately contributes to the success of the organization.

Seven guiding principles of delegation for managers

1. Identify tasks that can be delegated, without compromising the quality of work. Managers should assess their workload and determine which tasks are essential for them to complete personally and which tasks can be delegated to team members. When identifying potential tasks to delegate, we suggest considering stakeholder involvement and their level, estimated time to completion, and any consequences, that may come up.

2. Identify the right person for the task by considering the skills, strengths, and interests of your team members to determine who's best suited for each task on the list. This not only ensures that the task will be completed successfully but allows team members to develop new skills and take on new challenges as well.

It's important to note that success isn't always the case when delegating. Managers must be flexible, understanding, and empathetic to those who may, at times, fail on a new task. Embrace a growth mindset and be transparent about failures being okay and what can be done if they occur.

3. Communicate expectations clearly, including the purpose, desired outcome, and any specific requirements or guidelines for the tasks at hand. This ensures that team members understand what's expected of them and can complete the task effectively.

4. Provide the necessary support and resources to complete the task. This may include training, access to information or tools, or guidance throughout the process.

5. Set realistic goals and deadlines to help team members stay on track and prioritize their workload. This will also make it easier to monitor progress and provide feedback if necessary.

6. Trust and empower team members to complete tasks effectively, make decisions, and take ownership of their work. This fosters a sense of autonomy and motivation within the team.

7. Provide feedback and recognize achievements upon completion. This improves performance and shows appreciation for their team effort. Recognizing and celebrating achievements publicly also encourages team members to take on more responsibilities in the future.

Building a better team ecosystem

Effective delegation may require strong communication, trust, and support from managers, but is well worth the effort to have a better sense of productivity, autonomy, and responsibility for the wider team. As a manager, granting this autonomy and trust to your employees empowers them to take ownership of their tasks, acting as an incentive and motivator.

When employees are trusted with important tasks, it demonstrates that their skills and contributions are valued, fostering a sense of trust and loyalty. This empowerment allows employees to showcase their abilities, develop new skills, and gain confidence in their roles, which in turn, shows successful leadership from the manager. It's an ongoing workflow of professional growth and career advancement, enabling both sides to do more meaningful work, make a larger contribution, and feel valued within the organization.

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