Many managers tell me, “Ghassan, I tried to delegate, but the work came back wrong. It was faster to do it myself.” I understand. But if you always take the work back, your team will never learn and you will always remain busy with tasks that somebody else could handle. Delegation is not simply giving work to another person. It is helping someone understand the result and take responsibility.
Do not pass the pressure
Some managers wait until they are overloaded, then give a difficult task to an employee with very little explanation. This is not good delegation. It is passing pressure from one person to another.
Choose a suitable task and make time to explain it properly.
Begin with the result
Explain what should be completed, why it matters, when it is needed, and what good work looks like.
Do not simply say, “Prepare the client report.” Explain who will read it and which information must be included. Clear expectations at the beginning prevent disappointment at the end.
Support without taking control
A new employee may need clear steps. An experienced employee may need only the objective and deadline.
When someone asks a question, try asking, “What do you think we should do?” Give the person a chance to think before providing the answer.
One last thing
Agree on a few check points, review the result, and discuss what can improve next time.
Delegation needs patience at the beginning, but it creates a stronger and more capable team later.
Related Training Themes
- Delegation Skills
- Leadership Skills
- Performance Management
- Employee Development