3 Ways To Delegate Difficult Tasks

The ability to understand the company’s goals and break them down into manageable tasks is imperative to getting things done on time and correctly.

Some things are easier to delegate than others, and delegating tasks that are more difficult in nature are more challenging, but not impossible with these 3 tips.

Prioritise

Employees typically have to handle multiple tasks daily, some repeating and some brand new.

Challenges occur when there is not enough time in the day to complete all of them, and some important responsibilities go unchecked.

To manage harder or more novel tasks that employees may not be familiar with completing, help them prioritise their to do list either weekly or daily.

If there is a brand new or difficult tasks, instruct your employees to focus on those first.

That way, they will have enough time to ask questions or think of solutions independently before moving on to less pressing matters.

Choose the Right Employees

Delegation involves the careful selection of which employee is right for the job.

This means that leaders have to truly know their team members, and be aware of their strengths and weaknesses.

Consider the more difficult tasks and decide which person has the most skills and drive to complete it better than the others.

However, don’t pigeonhole your staff members to do the same tasks over and over.

Just because someone is good at something, doesn’t mean they should always be required to do it.

This will lead them to be bored and won’t let others learn the task.

It may be a smart idea to assign the harder tasks to a team instead of a single person so that others learn and develop their skills in the process.

Decide on Your Level of Involvement

Delegation doesn’t always mean that the manager has to give a task and remove themselves from the process.

It is the leader’s job to help employees develop their skills, and it may mean that difficult projects require their involvement, at least to some degree.

Start off the task with your team members, discussing the goals and creating an agenda on the best course of action.

Gauge their comfort level with the responsibilities and understanding of the objectives.

If you feel that they are able to take over by themselves, give them the opportunity to do so.

However, remember to check in frequently to monitor progress.