How to Delegate – Getting Started (Steps Two and Three)

performance appraisalIn my blog ‘How to Delegate – Getting Started (Step One)’ we looked at a process for identifying which tasks you could delegate. Now let’s move on to looking at steps two and three


The second step of how to delegate is to identify the employee who would be best suited to undertake the delegated task

In identifying the most suitable employee may want to use some of the following selection criteria:


  • Spare capacity (i.e. they’ve got some spare time)


  • Best fit – in job terms (the task would be a logical extension of their current work)


  • The employee has a special interest in the task


  • The delegated task may help to meet one of the employee’s development needs


  • The employee already has the skills/knowledge to complete the task.



Many of the managers, team leaders and supervisors I work with have been taught that the only way to successfully delegate is to delegate the task, the whole task and nothing but the whole task. The idea, I guess, is that unless you delegate the whole task your employee won’t feel responsible for its achievement. The problem is, for some tasks it’s just too risky to do this and so managers don’t delegate at all. Here’s another option

The idea here is to consider the aptitude and potential of your employee and decide upon the degree of delegation. Like this:

Degree 1 Full Delegation:

The employee takes over the task fully (the traditional approach)


Degree 2 Shared Delegation:

You and the employee share the task and agree who will be responsible for which parts.  This is useful when the employee is not ready to take full responsibility but can do elements of it now and learn others later


Degree 3 Contributory Delegation:

At this stage the employee is not ready to take on a large part of the task but may contribute to some part of the task


How to Delegate Summary

Delegation is a very effective way of freeing up time for you so that you can focus on ‘high value’ activities (like the ones listed here). It’s also a great way to develop and grow your employees


Now you’ve got the ‘what’, the ‘who’, and the ‘how much’ sorted out you are well on your way to actually getting started on delegation


Would you like to learn – In just 10 minutes! – some new strategies for how to delegate?

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