3 Elements of Delegation All Managers Should Know

Good leaders know Elements of Delegation without micromanaging. These aspects of delegation can make your team more effective.

You may find your many duties as a manager to be burdensome at times, but that is why you have a team. Not everything needs to be done by you alone. Many new managers struggle with this shift because they believe they still need to complete each and every small task on their list. However, mastering the art of delegation is crucial if you want to be a successful leader.

Regardless of whether you’ve recently received a promotion or have been managing a team for some time, you should be aware that successful delegation boosts both your and your team’s productivity and may even help them develop new abilities while building a culture of trust.

What is delegation?

When managers utilize their power to delegate tasks to coworkers or direct reports, they are engaging in the practice of delegation. Because the higher-level strategic planning for which you are accountable requires time and effort, delegation of duties is crucial. If you’re buried in busywork, you won’t have either of them.

Consider the scenario where you are the marketing director in charge of a customer-focused email campaign. The campaign must first have its content written, visuals created, and email list assembled before it can launch. Following that, the campaign has to be added to email marketing programmes like icon tact or Mailchimp. An effective manager must give specific instructions through email or a delegation tool when assigning work for this campaign. Make sure the instructions reflect your vision and objectives. In this case, the following employees would be ideal for helping with the campaign:

Graphic designer:

Designs images to live alongside email content


Writes and edits content, including the subject line

Marketing specialist:

Pulls the email list from a source such as Salesforce or a different customer relationship management (CRM) tool

When every team member has finished the assignment, they were given, they should send it to you for evaluation. After putting everything together, you decide when to launch the email campaign.

3 elements of delegation

There are three main aspects of delegating responsibility, known as the elements of delegation:


A management to order subordinates to carry out certain duties that are under the jurisdiction of their team is referred to as authority. This indicates that the management has control over the employee. Before giving out duties, managers must use their power to evaluate the abilities of their staff members and keep in mind that occasionally training is necessary. You must lead by example as an authoritative figure and refrain from micromanaging.


Is essential for effective delegation because subordinates must take responsibility for the work they are given to do. Managers should get updates from their subordinates on their process, with or without the use of a delegation tool. Additionally, managers must be responsible for the guidance they give; without clear guidance, managers cannot expect their staff to succeed.


The duty a subordinate has to carry out the tasks that have been delegated to them satisfactorily. A managerial figure is giving a subordinate a particular amount of trust to carry out responsibilities efficiently.

What managers need to do when delegating tasks

1.Utilize delegation tools.

Use project management software for efficient delegation to manage staff and keep track of deadlines without micromanaging. Asana, Basecamp, and Trello are a few examples of these apps.

2. Master core delegation skills.

You must be explicit when assigning work about your expectations and desired outcomes. Clear, effective communication that includes detailed directions is quite helpful. Try include a call to action in the subject line of your delegation emails, such as “Newsletters Proofreading Review Needed.” Set down your demands in the email’s body, along with a due date. Having good communication and setting clear expectations are only two of the important delegating abilities. Always acknowledge and appreciate your employees when they do well.

3. Teach.

You can’t always assume that your subordinates are smart or capable of solving a problem. It’s your responsibility as a senior figure to impart fresh knowledge to your staff. The more information your staff has, the more work they can do for you in the future.

3.Types of tasks you should be delegating

1. Tedious tasks that don’t impact growth

Every action you and your team members do is crucial to the operation of the company as a whole. However, your company’s development isn’t fueled by operations like supply purchasing, data input, file organizing, secretarial labour, or other administrative duties. Even though you could easily accomplish these tasks on your own because they are often straightforward and don’t need much skill, assigning them to your staff can save you time.

Dan Westmoreland, director of inbound marketing at Deputy, noted that part of his responsibility as a manager is to make sure the task is distributed fairly in order to provide results on schedule. The biggest oversight in delegation is not delegating enough, according to managers.

He clarified that this does not apply to more challenging, role-sensitive duties like employing new personnel or managing finances. You may save your time for those duties by delegating.

The CEO of Love Kick boxing, Michael Parrilla, advised choosing which duties to assign to your team while keeping the overall picture in mind. The things that only you can do to expand your business might be distracted by tasks that take up a lot of your time.

2. Tasks that drain you of passion

You probably had some chores that you weren’t driven to do when you were at a lesser level than you are today. You may now ask your team to take on the identical duties since you’ve already paid your dues.

It is my responsibility as the visionary to maintain my passion and transmit it to the team, according to Parrilla. “Doing something I despise impedes that excitement, which impacts both my customers and my company’s financial line.”

However, you also don’t want your staff to be exhausted. To lessen your mental and emotional stress, you may delegate some of these tasks to your team, but be careful not to just transfer the load to them.

Present the assignment to a group of your coworkers and openly inquire who could be the best to manage it if you are unsure of who to assign it to, said Westmoreland. Because different workers have different interests, what one person finds demanding may seem easy to another.

3. Tasks that someone else can do better than you

Just because you are a leader doesn’t mean you are the best candidate for the job. You must be humble enough to recognize and accept that someone else could be a better match for a task than you are since each member of your team has unique abilities, some of which might fill in your shortcomings.

Westmoreland stated, “Your responsibility as a manager is to develop people. “Delegation is a strategy for getting the best performance out of the team members you have. Every employee has a different set of skills, a distinct personality, and talents. More overall efficiency will be achieved by effectively utilizing each individual’s own working personality, and individuals perform better at job they like.

For managers and company owners, delegation might be challenging, but it’s crucial for productivity. You cannot possibly do everything on your own as a leader. Learn to rely on your team instead and have faith in their ability to complete the task. You’ll discover that your business may do far more as a consequence without weighing you down.

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