What do you do if your delegation efforts are causing more harm than good?

Delegation is a critical skill in the workplace, but what happens when it starts doing more harm than good? As a part of Training and Development in Human Resources (HR), it's essential to recognize when delegation efforts are misfiring. If tasks are being misunderstood, deadlines missed, or the quality of work is declining, it might be time to reassess your delegation strategy. You are not alone in this; many managers face similar challenges. The key is to identify the issues and implement solutions to improve the process and, ultimately, the outcomes.

1 Assess Impact

To begin addressing ineffective delegation, take stock of the situation. Evaluate the consequences of the delegated tasks. Are they causing delays, reducing quality, or creating confusion? Your role in Training and Development should include monitoring these outcomes and understanding their impact on team dynamics and project success. This assessment will help you pinpoint where the delegation process is breaking down and which aspects require immediate attention.

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Chisom Onwuekwe

People and Culture Leader | Talent Development professional | L&D strategist: Building High-Performing Teams & Cultivating Positive Employee Experiences through Skill Development & Engagement initiatives
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The first thing to do is to take a step back and figure out why that could be happening. It could be a case of overestimation of your team's workload or abilities or even mis-delegation, whereby you're not assigning tasks based on individual strengths. Identifying the root cause of the issue would go a long way in figuring put the next steps.

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Astha Dwivedi

Executive Assistant & HR Generalist
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Any delegation effect turns adverse only if there is a skill mismatch required for a particular task. In this scenario assessment of Impact on outcome is mandatory. It may delay task completion, be below standard or unexpected outcomes, or dilution of process which results compromise in the quality of work. After delegation to individuals, continuous monitoring is required so that we can do rectifications at any stage. teamwork is good for any task so that collectively it will give better results. However, if the results come adverse in that case we should face the situation and review the whole process thoroughly and try to find out an opportunity where we can introduce initiative in a presentable way and overcome from the same.

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Harish Suri, CLS-CLS (AI), CTDP, ACE

Learning Strategist & Training Development Leader | Crafting Innovative, Data-Driven Learning Solutions | Expert in Learning Strategy, Multi-Modal Learning, and Performance Improvement for Diverse Audiences
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Identify the Problem: Pinpoint the specific areas where delegation is causing harm. Is it leading to misunderstandings, delays, quality issues, or team morale problems?

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2 Clarify Roles

Once you've identified the problem areas, clarify roles and expectations. Ensure that each team member understands their responsibilities and the standards to which they are held. This clarity is crucial in Training and Development because it eliminates ambiguity, which can be a significant source of delegation-related issues. By setting clear objectives and providing detailed instructions, you can help your team members succeed in their assigned tasks.

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3 Provide Support

Providing adequate support to your team is essential when delegation goes awry. This means offering resources, guidance, and feedback. In Training and Development, it's your job to ensure that employees have what they need to complete their tasks effectively. This could involve additional training, access to certain tools, or more regular check-ins to monitor progress and address any issues promptly.

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4 Enhance Skills

Improving delegation may require enhancing the skills of both the delegator and the delegatees. In Training and Development, focus on developing skills such as communication, time management, and problem-solving. Empowering your team with these skills can make a significant difference in their ability to handle delegated tasks successfully. Consider providing workshops or one-on-one coaching sessions to address these skill gaps.

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5 Adjust Approach

If delegation problems persist, it may be time to adjust your approach. This could involve reassigning tasks to better-suited team members or altering the way you delegate. In Training and Development, encourage managers to be flexible and creative in their delegation strategies. Sometimes, a new approach can provide a fresh perspective and lead to better results.

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Harish Suri, CLS-CLS (AI), CTDP, ACE

Learning Strategist & Training Development Leader | Crafting Innovative, Data-Driven Learning Solutions | Expert in Learning Strategy, Multi-Modal Learning, and Performance Improvement for Diverse Audiences
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Seek Solutions Together: Involve team members in finding solutions to delegation challenges. Encourage collaboration and brainstorming to come up with strategies for improving the process.

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6 Monitor Progress

Finally, continuously monitor the progress of your delegation efforts. In Training and Development, this means keeping an eye on how well tasks are being executed and whether the changes you've implemented are working. Regularly solicit feedback from your team, and use this information to refine your delegation process further. Remember, effective delegation is an ongoing learning experience for everyone involved.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Sheebha Alex

Talent Acquisition Executive | IT Recruitment | RPO | Client Management | Team Handling
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If your delegation efforts are causing harm, it's crucial to reassess your approach. Consider whether you've given clear instructions, provided adequate support, and chosen the right person for the task. If necessary, communicate openly with your team, adjust expectations, and provide additional resources or training to ensure success without harm. If the harm is significant, it might be necessary to intervene immediately and take corrective action.

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INAM BHAI

India's Only Public Speaking & Mental Health Coach Who Speaks 8 Languages Fluently | Soft Skills Trainer | MBA | Serial Entrepreneur | Polyglotic Motivational Speaker | Writer | Professional Anchor | Youtuber | Author |
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All the above said may be good in books. I personally feel one should slowly withdraw themselves from the tangle giving it time to heal and adjust while you can devise your own plans to get back stronger with better solutions.

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Marc Prager

Sr. Director, Talent Development at LinkedIn | AI-Forward HR Innovator | Creative Strategist | Talent Enabler
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When your delegation efforts are causing more harm than good, it's crucial to reassess your approach. Take a step back to evaluate whether tasks are appropriately matched with team members' skills and capacities. Communicate clearly with your team, provide necessary support and resources, and ensure that expectations are realistic. If delegation issues persist, seek feedback from your team members to identify areas for improvement and adjust your strategy accordingly.

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What do you do if your delegation efforts are causing more harm than good?

1

2

3

4

5

6

7

1 Assess Impact

2 Clarify Roles

3 Provide Support

4 Enhance Skills

5 Adjust Approach

6 Monitor Progress

7 Here’s what else to consider

Training & Development

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What do you do if your delegation efforts are causing more harm than good?

1

2

3

4

5

6

7

1 Assess Impact

2 Clarify Roles

3 Provide Support

4 Enhance Skills

5 Adjust Approach

6 Monitor Progress

7 Here’s what else to consider

Training & Development

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