In a previous post, we talked about the mistake many managers make when it comes to delegating work to their subordinates: they hold back on assigning challenging tasks.
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We also made the case that failing to delegate difficult tasks is detrimental to the growth of both employees and managers. Not challenging employees in meaningful ways can also be very demoralizing and disengaging for them, which can lead to turnover.
Here we talk about how to go about assigning those difficult tasks and managing delegation most effectively.
Think Carefully Before Delegating
Particularly with difficult, challenging tasks, managers need to take extra time to consider who should get the assignment. Part of this involves considering who has the necessary skills or has the raw potential that can be leveraged to develop those skills.
Another part is thinking about the personality of the person getting the task. Are they likely to rise to a challenge? Or are they more likely to get burned out, flustered, and feel in over their head?
Be Supportive and Stay Close …
Deep Patel, in an article for Entrepreneur, is an advocate of delegating challenging assignments. But he also notes the importance of the delegating manager remaining engaged.
“Assign these projects with the full knowledge that you’ll need to carefully manage the project at every step of the way,” he says. “And don’t hesitate to share feedback with the project leaders to ensure they learn from mistakes.”
But Not Too Close
Managers need to stay engaged when their subordinates are tasked with difficult assignments. But they also need to avoid micromanaging. “If an employee is properly trained, delegate the outcome, not the process itself,” says Dan Rose, of Skill Path. “Find your balance … give enough space for people to make some decisions and grow; monitor and support them to ensure the work is done effectively.”
Delegation provides significant benefits to the manager doing the delegation and to the employee carrying out the tasks. This is even more true when those tasks are challenging.
They give the employee the opportunity to learn new skills and gain confidence, and they give the manager time to focus on other important tasks. The key is being able to manage the delegation of those tough tasks effectively.