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5 reasons to delegate tasks to your employees

5 reasons to delegate tasks to your employees at niikiis

What is HR delegation?

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. Delegating responsibilities by giving the employee authority to make decisions is one of the most commonly used techniques in HR to empower employees.

Delegation of tasks and projects can help managers to identify the best talent within their team and to define individual development plans as part of an organisation's succession plan. However, some find it difficult to decide what should be delegated, as it can be counterproductive depending on the type of task:

  • Repetitive tasks requiring lower skill levels can bring great benefits to the organisation, but may not stimulate the employee sufficiently.
  • Strategic, cognitively demanding tasks sometimes bring very little benefit to the organisation, but the employee may be more motivated to carry them out.

If managers only delegate nagging jobs they don't like, subordinates will perceive that they are doing it and feel unappreciated. Some managers may perceive delegation as a sign of weakness, worry or fear loss of control; but delegation should be seen as an investment in the future.

Top 5 reasons to delegate

1. Save time on paperwork

The workplace is becoming increasingly demanding, increasing competitiveness and bureaucracy. Delegation allows managers to reduce their workload with the certainty that vital tasks will continue to be performed.

2. Increase staff motivation

Delegation increases subordinates' motivation because it provides opportunities to satisfy intrinsic needs. Some of these needs are satisfied through achievement, recognition or even self-fulfilment.

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 may perceive the work as too challenging, will not derive as much satisfaction when the task is completed.

3. Professional development opportunities

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

4. Decentralisation

Decentralising work can mean that the data available to managers to base their decisions on can be processed more thoroughly, as more time can be spent.

On the other hand, having too many hierarchical levels of management is a structural problem that could limit creativity and innovation. Decentralisation of decision-making allows managers to make decisions on the ground more quickly.

5. Building trust and communication

A good relationship between managers and employees depends on open communication and trust. Delegation signals to employees that managers trust them, but they must also be available for advice and help when needed.

A manager's job is to lead others and manage, not to do all the work for them. Failure to delegate reduces the productivity and effectiveness of the team, and those who do not delegate may suffer stress or burnout or end up stuck in low-level management positions rather than moving up the ladder.

Returning to the idea of employee empowerment, it is important to recognise the role it plays in employee well-being and happiness. It should not be forgotten that it is one of the main factors in job satisfaction.

HR software can make the challenge of delegation a little easier. With tools that streamline processes, managers can better monitor work, communicate with employees in a much more familiar way and recognise their achievements. Want to learn more about how to empower your employees? Request a free demo at niikiis and focus on what's important: people.

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