Last updated on Jul 12, 2024

Here's how you can decide which tasks to delegate and which to keep.

Deciding which tasks to delegate and which to retain can significantly impact your productivity and effectiveness. As you navigate through your workload, it's crucial to discern which tasks require your unique skill set and which can be entrusted to others. This decision-making process is not just about clearing your plate but also about empowering your team, optimizing time, and ensuring the quality of work meets your standards. By understanding the principles of effective delegation, you can enhance your team's capabilities while focusing on the responsibilities that demand your expertise.

1 Know Your Role

Your role within your organization dictates the tasks that are imperative for you to handle personally. These are often responsibilities that align with your expertise, decision-making authority, or personal strengths. To decide which tasks to keep, consider the impact of the task on your core objectives and whether it aligns with your unique contributions to the team. If a task is central to your role or requires your specific insight, it's a strong candidate for your personal attention.

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Aftab Khan

Sr. Human Resource Leader with international experience | Champion of Organizational Culture & Employee Engagement | Focused on creating diverse & inclusive workplaces | Expert in Labour Relations & Compliance
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To decide which tasks to delegate and which to keep, start by evaluating the complexity and importance of each task. Delegate tasks that are routine, time-consuming, or can be handled by team members with the appropriate skills, freeing up your time for high-priority and strategic activities. Consider the strengths and development needs of your team, assigning tasks that will help them grow and contribute effectively. Retain tasks that require your specific expertise, decision-making authority, or have a significant impact on the project’s success. By thoughtfully assessing each task and leveraging your team’s capabilities, you can optimize productivity and focus on what matters most.

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Adam Robertson

Project Manager @ Protec BioReactor
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First step in delegating is acknowledging that other people may be better suited to some tasks than you. Accept that you, as the leader, need to set the example by not burning yourself out. As a leader your responsibility, among other things, is to know the strengths and weaknesses of your team. While this may seem obvious, often times we find ourselves relying on 1 or 2 individuals to do the lion's share of the workload, using the excuse that "time is of the essence". If you are not comfortable with assigning duties or tasks, then break down the project/task into workable pieces and allow the team to pick what portion they will be responsible for.

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Khaled Sdiri

➕6k🚀 | Training Manager and Aviation Security Instructor | TRAINAIRPLUS Focal Point | Project Coordinator| Six Sigma Belt Certificate | Scrum Certified | Managing Trainings for Organizational Growth🚀
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Deciding which tasks to delegate and which to retain involves assessing both the complexity of the task and the skills required. Start by identifying tasks that align with your strengths and expertise, which are crucial for maintaining quality and strategic direction. Delegate tasks that are routine, time-consuming, or fall within the skill set of others on your team, ensuring they align with their capabilities and development goals. Consider the impact of each task on your overall objectives and prioritize accordingly. Effective delegation not only optimizes productivity but also empowers team members and fosters their professional growth.

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2 Assess Skills

Before delegating, assess the skills and capabilities of your team members. Identify who has the requisite skills or could benefit from development opportunities through the task. When you match tasks with team members' strengths or growth areas, you foster a productive environment that encourages professional growth. Delegating becomes a strategic tool for team development, not just a way to offload work.

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Joyce Santos

Especialista em Treinamento Corporativo | Mentoria Profissional | Palestrante Motivacional, Gestão e Produtividade | Desenvolvimento de Liderança | Fundadora da JS Desenvolvimento
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Para delegar qualquer tarefa, certifique-se de que o colaborado é apto para fazê-la. Antes de delegar é importante fazer um estudo de habilidades e um planejamento, para que o processo e nem a equipe sejam prejudicados.

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Adam Robertson

Project Manager @ Protec BioReactor
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If you are not confident in assigning tasks, allow the team to pick the tasks that they feel are best suited to their strengths and weaknesses.

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3 Task Criticality

Consider the criticality of the task at hand. High-stakes tasks that could significantly affect your business or team should be approached with caution. If a mistake could have serious repercussions, it may be wise to handle the task yourself or delegate it to a highly trusted and skilled team member. For less critical tasks, delegation can be a safe way to free up your time for more pressing matters.

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Adam Robertson

Project Manager @ Protec BioReactor
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Delegating high-stake tasks should be done with caution. Sometimes it is best to do something yourself, other times it is best to pass it to someone better suited to complete it. If a critical task is delegated, monitor the progress closely without stumbling into a micro-managing role.

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4 Time Investment

Evaluate how much of your time a task requires versus the value it brings. If a task is time-consuming but not necessarily high-value or requiring your unique skills, it's a prime candidate for delegation. This approach allows you to prioritize your time on tasks that have a higher return on investment for your attention and effort.

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5 Empowerment and Trust

Delegating is not only about offloading work; it's about trust and empowerment. When you delegate a task, you give a team member a chance to take ownership and demonstrate their abilities. This trust can boost morale and commitment. Ensure you provide clear instructions and the necessary resources for them to succeed, which reinforces their confidence and your trust in their capabilities.

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6 Monitor and Feedback

After delegation, monitor progress to ensure tasks are on track without micromanaging. Provide constructive feedback to help team members improve and learn from the experience. This monitoring phase is crucial as it helps maintain standards while also acknowledging the efforts of your team, fostering a positive environment for growth and development.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Here's how you can decide which tasks to delegate and which to keep.

1

2

3

4

5

6

7

1 Know Your Role

2 Assess Skills

3 Task Criticality

4 Time Investment

5 Empowerment and Trust

6 Monitor and Feedback

7 Here’s what else to consider

Training

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Here's how you can decide which tasks to delegate and which to keep.

1

2

3

4

5

6

7

1 Know Your Role

2 Assess Skills

3 Task Criticality

4 Time Investment

5 Empowerment and Trust

6 Monitor and Feedback

7 Here’s what else to consider

Training

Rate this article

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