How to delegate effectively

1. 1 Review each task on your to-do list. Consider the objectives and deadlines and whether the task is part of a broader role or set of recurring tasks you wish to delegate.
2. 2 Aim to delegate a complete activity, which will motivate an employee and produce job satisfaction when successfully executed.
3. 3 Assess the skills, knowledge, resources, influence and any other requirements for the task.
4. 4 Consider the strengths, weaknesses, aspirations and existing workload of employees; choose the employee to delegate to.
5. 5 Identify the benefits for that employee: for example, learning new skills, added variety in the workload or a step in career progression.
6. 6 Assess the drawbacks of delegating the task: for example, the time you will need to commit to handing over and supporting the task, and the risk of failure.
7. 7 Sell the benefits of undertaking the task to the employee, explain the objectives and specify your requirements; address any concerns.
8. 8 Agree the extent to which you will be involved, and clarify where responsibility lies; note that you retain ultimate responsibility.
9. 9 Agree the schedule and deadlines; clarify to what extent, if any, you will need to review work in progress or be involved in decisions.
10. 10 Provide any support and resources the employee requires, such as training or access to information.
11. 11 Inform other relevant employees; explain that the employee will be acting on your authority and solicit their cooperation.
12. 12 Liaise as the task progresses; encourage the employee to approach you with any problems, but avoid unwanted interference.
13. 13 Review the completed task; assess what the employee has learnt, and any weaknesses which have been highlighted and should be tackled.
14. 14 Review how effective your delegation skills were; identify and improve your contribution to any problems (eg poor communication or support).

Cardinal rules