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5 top reasons to delegate tasks to your employees

What is delegation in HR?

Delegation is the authority to act on behalf of a superior in a given area, but not beyond, with or without authority to allocate resources. Devolving responsibility giving the employee authority to take decisions is one of the most used techniques in HR to empower them.

By delegating tasks and projects, it might help managers identify best talent within their team and define individual development plans as part of an organizational succession plan. However, some find it tricky to decide what should be delegated, as it can be counter-productive depending on the type of task:

  • Repetitive tasks which require lower levels of ability may bring great benefits for the organization but could not stimulate the employee enough.
  • Strategic tasks which require high cognitive input sometimes provide very little benefit to the organization, but the employee might feel more motivated to carry them out.

If managers only delegate tiresome jobs that they don’t like, subordinates will sense they are doing so and feel unappreciated or victimized. Some managers may perceive delegation as a sign of weakness, worry about accountability, or fear the loss of control; but delegation should be seen as investing in the future.

Top 5 reasons to delegate

1. Release management time

The workplace is becoming more and more pressured, increasing competitivity and bureaucracy. Delegation allows managers reduce their workload in the certain knowledge that vital tasks will still be performed.

2. Increase staff motivation

Delegation increases motivation in subordinated because it provides opportunities to satisfy intrinsic needs. Some of these needs are met through achievements, recognition, or even self-actualization.

However, it is important to note that delegating tasks will not have this effect on all employees. Those who are not motivated by intrinsic rewards, or who might perceive the job as too challenging will not get as much satisfaction when the task is completed.

3. Opportunities for career development

Through delegation, employees can develop skills and competencies that will be useful for them and their employer in the future. This is because the use of new management skills, decision-making and more, provides them versatility and therefore employability.

4. Decentralization

Decentralizing work might mean that data available to managers on which to base decisions might be processed more thoroughly as more time can be committed.

On the other hand, having too many hierarchical levels of management is a structural problem that might limit creativity and innovation. Decentralizing decision-making allows managers to make on-the-spot decisions faster.

5. Encourage trust and communication

Having a good manager-employee relationship depends on open communication and trust. Delegation tells employees managers trust them, but they should also be available to give them advice and assist them when needed.

A manager’s job is to lead others and manage, not do all the work for them. Failing to delegate reduces team productivity and effectiveness, and those not delegating might suffer stress or burnout or end up stuck in low-level management positions instead of moving up.

Coming back to the idea of employee empowerment, it is important to acknowledge the role it plays in their wellbeing and happiness. It should not be forgotten that it is one of the main factors that brings job satisfaction.

An HR software might make the challenge of delegation a little bit easier. With tools that agilize processes, managers can supervise work better, communicate with employees in a much familiar way, and recognize their achievements. Do you want to know more about how to empower your employees? Request a free demo with niikiis and focus on what really matters: your people.

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