Talent At Work: Recruitment and Career Blog

How to Delegate According To Talent

Posted on February 27th, by Henry Goldbeck in Leadership, Workplace Wellness. Comments Off on How to Delegate According To Talent

A common fear among many managers is that if they don’t do the work themselves then it won’t get done properly. After all, when an employee fails, that failure reflects directly on the manager.

But failing to delegate is a recipe for manager burnout, department turnover, and poor productivity. And yet, delegating effectively is not as simple as just dishing out new tasks and projects to your team.

The key is to assign tasks based on your employee’s strengths. Here are a few strategies for delegating effectively:

Get to know Your Team

Take the time to learn what your employees excel at as well as what motivates them. What are their long-term career ambitions? What types of projects do they get excited about? Are they more effective working in a team of people or on their own?

It’s also important to get to know them outside of just their working habits. Ask them questions about themselves and pay attention to what their values and attitudes are.

Set Your Team up for Success

Once you have a grasp on each of your report’s strengths and weaknesses, you can distribute tasks to them based on this information. Projects that include multiple mini projects can go to your multitasking superstar. Assignments that require a lot of problem-solving can go to your proven strategist in the group. Your extraverted employees will most likely enjoy assignments that involve collaborating with others.

For your greener employees, make sure the task is suited to their experience level while still challenging enough to help them grow.

Also, ensure the project details, expectations, and timelines are clearly communicated to them before they begin.

Motivate and Support

Your delegates need to be engaged in their work or they won’t put out their highest quality of work. Assigning the right task to the right person is a good start, but also present these new assignments in a positive way to get them excited about working on it.

Again, understanding your employee’s personality and goals is extremely helpful in determining how to present new work to them. For those who value an inclusive work environment, you could present them with a collaborative assignment and say, “we’re really excited to add you to the team for this project.”

For your ambitious goal-oriented employee: “This challenging project is really going to help you push the envelope and build your skillset.”

When the employee completes a project, and performed well, be sure to genuinely thank them for their hard work and compliment them on their success.

Check in and Communicate Regularly

The manager who struggles to delegate often has a tendency to micromanage their team, but this has a negative impact on employee productivity and morale. Demonstrate trust in your reports, but also check in with them periodically for quality checks and to verify that they are meeting their deadlines. Brief weekly or monthly one-on-one meetings are an effective way to do this.


Careful delegation based on your team’s individual talents will ensure your team stays engaged and productive – and will free up your time to concentrate on leading your department!






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Henry E. Goldbeck, President of Goldbeck Recruiting Inc, is a Certified Personnel Consultant (CPC) and founded Goldbeck Recruiting in 1997. Since then, Henry has built the company's reputation as a leading headhunter and recruitment agency in sales, marketing, operations, engineering, and executive level positions across a variety of industries.

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