As with many activities managers are responsible for, fulsome and clear communication with employees about the delegated task/project is critical for success. Here are some things to consider when you’re discussing the task with an employee:

Ensure common understanding

• Take the time to review what you’ve discussed and ensure the employee knows what they’re responsible for, what the desired outcome is and the timeline for completion.
• Are there certain tasks that need to be completed first? Areas or people they should collaborate with?
• Outline any connections between this work and the employee’s developmental goals, so there’s an understanding of why they are being assigned the work.
• Also discuss any other factors or considerations that may contribute to their success, such as some training or development opportunities.
• Once you’re on the same page, you can quickly summarize next steps by asking:

• • What are you going to do next?
  • By when?
  • When should we check in about it?

Check-ins

As mentioned in other sections, delegating does not mean abandoning the employee.

• When discussing the task being delegated, also address when you should be connecting to check in on the status, answer questions, provide guidance/feedback.
• For an employee with whom you have a lot of experience, there may be more flexibility, while a newer employee may have more frequent check-ins, but work with them to establish a schedule that fits with their style and experience.
• Some employees value more frequent connections, while others may prefer a bit more autonomy. Be mindful of the style of the particular employee and plan around it.
• Also remember that the planned connections can be modified (for example, increase frequency of check-ins if things aren’t working well) as they work through the project/task.

Stay in touch and provide positive feedback & coaching when needed

Delegating also involves active coaching as the project/task unfolds.

• Provide constructive feedback to the employee on how things are going, what they’re doing well, and where they may need to spend extra time/attention.
• Remember not to leave the employee on their own. and seek feedback on the level of support you are providing and whether there is anything you can do differently to better assist them along the way. Your support throughout is important for their success and the success of the project.

Identify lessons learned & evaluate performance

• If things went well, be sure to give credit where it’s due. Recognition for a job well done goes a long way in ensuring the employee is engaged in their work and feeling like their efforts are appreciated.
• Seek feedback from them on whether there’s anything you can do differently next time to better support them along the way.
• Check-in on whether there’s any training/development that would be beneficial for them for future projects/tasks.