Simply assigning tasks is a simple thing, but effective delegation requires clear communication of responsibilities and expectations, provision of support and monitoring of progress. Throughout the process, allowing the worker assigned with the task to make his own decisions and have freedom to act is vital to success.
- Clearly communicate tasks and expectations
Delegation begins with the assignment of the task and communication of expectations and consequences. For more elaborate projects or ongoing responsibilities, a document with task checklists is easier for a worker to use than a verbal message. Setting up clear expectations alerts the worker to the scope of his role, the time line and the ongoing progress requirements. When effective, initial communication also clarifies potential rewards or negative consequences.
- Offer support and resources
A worker needs adequate authority and resources to carry out delegated tasks. In some cases, the employee needs some leadership and decision-making authority to complete critical projects or tasks. In other cases, the manager grants the employee open access and some funding to make use of resources important to the tasks.
- Monitor progress
In line with the schedule established initially, a manager needs to follow up on progress at predetermined checkpoints. Checking in allows for adjustments and a review of additional needs. It also helps to hold the worker accountable. Upon completion, a review of the results and implementation of any rewards or consequences takes place.