Several works need to be accomplished while working in an organization. For example, production, marketing, sales, accounting, bookkeeping, copywriting, etc. All these tasks are more or less critical. Some projects are urgent.
Being a leader, you have to take responsibility for all of them.
But you cannot do all by yourself.
If you try to do so, you may compromise with the quality of the work.
You may not complete it within the deadlines.
Your productivity may decline. And therefore, your business may suffer.
Also, you will be demotivated, stressed, and exhausted due to work pressure.
It further increases when you fail and may not find a way out.
But there is a solution to these problems.
The solution is DELEGATION.
But what is delegation?
Delegation is when you ask your subordinates to do some of your work within the company. It is different from outsourcing, as outsourcing is when you transfer the work outside the company premises.
The level of supervision is reduced when you outsource.
But in the delegation, you supervise the project regularly.
Accountability and responsibility are also transferred, but not entirely. You will still be responsible for the delegated task.
How is delegation helpful?
- Delegation brings you more space for complex tasks.
- It reduces your work-related stress.
- Accountability and responsibility are also transferred, which reduces your pressure.
- Give you a pool of talented workforce.
- Your work is completed faster.
- The productivity of employees increases.
- You get a higher employee retention rate and a lot more benefits.
But delegation will be beneficial only when you delegate at the right time to the right person and the right task, of course.
You have to build proper strategies to make your delegation effective.
If you delegate the wrong task, you may fail as a manager and as a delegator.
What are those tasks that you should not delegate?
- ILL-defined tasks: You should never delegate a job that is not clearly defined. You should only delegate well-defined tasks.
Always let the employees know what outcome is expected, what you expect from them. What process and procedures should the employees follow, etc.?
Are there any legal implications for the work. Any other rule that you think is worth mentioning.
If you don’t know all the aspects of a project, you won’t be able to explain it to your employees.
Assigning such tasks will create differences between your employees and you. They may not trust you any longer.
As a result, your company’s growth would come to a halt. So whenever you delegate, make sure you clear all the expectations, deadlines, milestones, etc. to avoid any confusion or to disinterest the employees.
- Praise and reprimand: When you run a business, a company, an organization, several employees work with you. They are essential because you cannot accomplish all the tasks yourself.
But it is natural to commit mistakes. Sometimes, employees commit blunders.
At the same time, some employees do a great job. Those who please you by their work. Those who bring you business growth.
In both situations, you need to give them feedback. Feedback of how they have performed their jobs.
If you delegate this task, your subordinate may not know how exactly should they evaluate the performance. What criteria they should use, etc. Also, they may favor someone just because he is a friend and vice-versa.
This may hamper your business functioning. So never delegate the task of praising and reprimanding your employees.
- The task for which you are responsible: Sometimes, when you receive a project because the client believes in your abilities or you are specifically asked to perform a job, you should not delegate it.
Every person has a way of doing things. The other person to whom you want to delegate has a different work style and approach to the work. It is difficult for both of you to come up with the same results.
So to keep your clients happy, the work that you are solely responsible for should never be delegated.
- Crises: If some crises arise, for example, if you have a shortage of resources, or if you have to complete a task too fast, never delegate such responsibility.
You know how urgent or important the task is. You may not have time to explain the details to others. Or, if you try to do so, you may not be able to do it efficiently.
Also, the employees may be highly pressurized due to the current crises and may not come up with excellent work.
- On-boarding an employee: When you hire a new employee, you need to introduce him to the company’s other employees. This task can be delegated.
But other tasks related to onboarding like introducing yourself, training him, clarifying his jobs and expectations, the timezone in which he is required to work should all be made transparent to him.
If you delegate this task, work can surely be done correctly, but the new employee may not feel welcome, they feel left out, not so important. This feeling reduces the efficiency of your new employee.
So never delegate such tasks.
- Discipline: When it comes to performing dirty work, such as firing an employee, the manager should take responsibility.
This task should not be delegated. In most cases, the employee feels insulted, and the employee to whom such work is transferred feels uncomfortable. This is natural as they are not trained to perform such tasks.
So when it comes to progressive discipline, handle your tasks yourself. Don’t delegate.
- Building relationships: Building a relationship with the management and the investors is very important to make your business successful. You should not delegate this task.
With several years of experience, sweat, and blood, you know how to deal with people. Your juniors may not know the tricks to handle the investors, or they may not understand how important they are for you.
If they fail to deal with them efficiently, you may have to face adverse consequences. Also, your management and investors develop a sense of relationship with you and your style of work. They may not like the work of your subordinate.
So, manage your investors and other important people in your business yourself. This will help you maintain your credibility and authenticity in front of them. Never delegate this task.
- Confidential matters: Never delegate work that has a sensitive nature. Examination of certain documents, salary appraisal of an employee, new investments, quoting the tender price, etc. may fall under confidential work.
Even if you trust your employees, never delegate these tasks. Because the information gets leaked, your plans may fail.
Also, the employee may unintentionally leak the data, so he may not even take responsibility for your loss.
- Mission and vision: The mission and vision of your organization should be kept to yourself. What culture your organization has and what should be maintained can be addressed by the leader himself.
The employees may not take it seriously. And so he may not abide by the rules and regulations.
But your mission and vision build your reputation in the minds of other people in the market. So you cannot risk your reputation. Because once people lose faith in you, it is challenging to rebuild it.
So never delegate the task of creating and maintaining the vision and mission of your company.
- Core functions: The core functions of your organization on which your business is dependent should never be delegated. If you transfer these tasks, and the employee fails to run them successfully, your business may suffer.
It doesn’t matter who is responsible for the loss; the loss is ultimately yours.
Traditions and etiquettes: When in business, you develop certain traditions and cultures. These traditions should not be delegated. The employee may not give them due importance.
Also, people associated with your business may not like it. There are situations where it’s only you who can take charge.
For example, at a funeral or a wedding, you cannot ask your employees to attend the occasions on your behalf.
It is only you whose presence will please the people. So the traditions and etiquettes are your sole responsibility. These should never be delegated.
- Leading transformational change: When it comes to some significant transformational change, you should take care of it yourself. The leader can better establish the vision for the change. Moreover, it may be challenging to build a map for the juniors to carry out the duties.
So, it would be a good idea to not delegate in this situation. Otherwise, several mistakes can be made that can’t be undone, and you have to suffer huge losses.
Delegation is a great strategy to save yourself some precious time without compromising with work deadlines and productivity. But, it needs to be done carefully.
It would yield positive results only when delegated with utmost care. Strategize carefully and delegate when it is required after proper assessment of the person to whom you are delegating.