When it comes to managing a team – remotely or face-to-face – knowing how to delegate is essential.
Delegation is the operation whereby one person (the delegator) instructs another person (the delegate) to perform or undertake to perform a service on behalf of a third person (the delegatee). Delegating means to assign responsibility and authority to a third person to carry out a clearly defined and agreed task, while retaining ultimate responsibility for its success.

Delegation can be directed in any direction and used in any organization.

Why should you delegate?

Delegation is important for the effectiveness, efficiency, profitability and development of a team. Joined with true shared leadership, it enables managers to free themselves from certain obligations so that they have more time to devote to the tasks that fall within their remit and responsibilities, while encouraging the empowerment and interdependence of their staff.

Knowing how to delegate not only helps to retain individuals, but also contributes to the development of each member of the team, thereby increasing individual and team motivation.

It enhances the sense of belonging and the feeling of contribution when it enables people to feel useful. When each individual knows what they have to do and enjoys doing it, they become proud of their achievements, which undoubtedly increases performance and synergy.

Obstacles to delegation

When there is a refusal to delegate, this stems from certain psychological obstacles.

1- Lack of confidence in the employee. “You’re never better served than by yourself”, especially if the responsibility for success ultimately lies with you.
2- Hard communication. A poorly conveyed message, unrealistic expectations, or a lack of clarity about the objectives to be achieved can quickly ruin the effectiveness of delegation.
3- Lack of time. We often have the impression that we’re working harder than we need to and that it will take longer than doing the work by ourselves.
4- The need to control everything. Delegating means being present with your colleagues, without smothering them.

Effective delegation

While delegating is not without risk, the priority lies in identifying the right people to delegate to.

In addition to their various tasks, managers need to keep in mind that their role is also, and above all, to contribute to the fulfillment of their team members and the development of their skills.

The advantage of delegating well is that it enhances the value of the employee. By trusting them and entrusting them with new tasks and responsibilities, by giving them the necessary autonomy and initiative, their involvement in the team will be strengthened.

Effective managers know which responsibilities to delegate to give themselves time to plan, collaborate with other members of the organisation and monitor their employees’ performance, while ensuring that they are provided with appropriate feedback and development opportunities.

Conclusion

Delegating is not outsourcing. Your team members need to be coached and led. You need to help them progress.

To delegate effectively, make sure you clearly define tasks and monitor progress. It’s important that your team members learn to carry out tasks themselves. Once they have completed the task assigned to them, give them feedback in the form of recognition or improvement.

This will encourage them to take on new tasks with confidence. Empowerment means allowing others to become experts, even if this means they will exceed your abilities. In this way, you will encourage your team members to take a personal interest in their own development and the success of your team.