The verb delegate means ‘to entrust to another’ while delegation refers to ‘the act of delegating power or authority to another’, something which we have all experienced in the workplace. But while asking for the support and cooperation of employees and colleagues may be part of our roles and responsibilities, understanding how to delegate effectively can still be a challenge.
In this article, we explore some of the common concerns regarding workplace delegation and suggest some top tips for improving your own delegation skills, including training and coaching.
The Challenges of Workplace Delegation
Most managers understand that delegation is an important part of their role, so why can it often feel so difficult to do effectively? Here are three key reasons to consider.
- Control – Managers often see themselves as solely responsible for a team, department or business, which includes having control of its processes. However, this can lead to micro-management and employees feeling pressured.
- Reputation – There is often the assumption that if you delegate a task, you are unable to do it yourself and may even feel threatened. This can lead managers to feel concerned about how others view them, which in turn can result in a greater need for control.
- Efficiency – The modern-day workplace is defined by speed and efficiency, with less time and higher productivity as priorities. However, this often makes it difficult to allow time for learning, with managers often taking on tasks simply to get them done quicker.
The Importance of Clear Communication
As with many challenges, clear communication is essential to improving efficiency and creating a positive workplace culture. When it comes to delegation, giving detailed instruction, providing adequate resources and supporting employees during the learning process are vital to success.
Another useful method is the Will Skill Matrix, a framework that can help managers identify the strengths of their team members to ensure more appropriate delegation of tasks. Workers are identified as High Performers, Contributors, Potential Detractors and Low Performers, so that no matter what level of experience and skill, there can always be a way to delegate a suitable role.
Providing employees with greater access to learning and development opportunities can also help delegation, as the more skills workers have, the more confident and competent they are. Group sessions can also be a good way to recognise what are often termed ‘soft skills’ among workers, such as empathy and creativity, which can help managers to delegate more effectively.
Developing Your Leadership Skills
Effective delegation can take time to master, but can be strengthened by working with an expert coach. At Sherring Associates, we’ve worked with a wide range of managers to understand and develop their skills, creating bespoke programmes designed with their unique goals in mind.
For more information on how Sherring Associates can help you and your business, please visit our website or contact us: call us on 07962 871144 or email angela@sherringassociates.co.uk.