Here's how you can conquer your fear of delegating in Staffing Services.

1. Trust Building In my previous role at a staffing agency, I initially struggled with delegating tasks because I was unsure if my team could handle the responsibilities as well as I could. To build trust, I began by delegating smaller tasks and monitoring the outcomes. For example, I assigned a team member the task of screening resumes for entry-level positions. I provided clear guidelines and remained available for questions. When I saw that the team member followed the guidelines and even made some insightful observations, my trust in their abilities grew. Gradually, I started delegating more complex tasks, confident in their capability to handle them

Building trust with the people on your team is easier said than done. It takes consistency and effort to work towards trust. It really is something earned and not given. Sometimes people will "give" you trust from the start but if you show any sign of deceit, they will call you out for it. Be a symbol of hard work that others can look to as the standard for success. In doing so, they will begin to value you and trust your capabilities. Be personable and understanding; you'll not only make friends with the team but will also influence them, And a solid team can make all the difference in the recruitment world!

Recognize Importance: Understand that delegation is essential for growth and efficiency. Start Small: Begin with minor tasks and gradually delegate more complex ones. Select capable team members for tasks. Clear Instructions: Provide detailed guidelines and expectations. Support and Resources: Ensure the team has what they need and offer guidance without micromanaging. Build Trust: Trust your team's abilities and give them autonomy. Monitor Progress: Set up regular check-ins to review progress and offer feedback. Use mistakes as learning opportunities. Delegation Plan: Create a structured plan with tasks, assignees, and timelines. Celebrate Successes: Acknowledge and celebrate successful delegation.

2. Set Expectations I learned the importance of setting clear expectations through a challenging experience. I had assigned a project to a team member without fully outlining the scope and deadlines. The result was a misalignment in deliverables and missed deadlines. After this incident, I started creating detailed project briefs, outlining specific goals, timelines, and deliverable standards. For instance, when assigning a recruitment campaign, I provided a comprehensive overview of the target candidate profile, sourcing strategies, and expected milestones. This practice ensured everyone knew what was expected, reducing my anxiety about delegation.

Set expectations not only for your team but for yourself. Tell yourself you are going to abide by a certain set of habits, work towards building a process around those said habits, and the rest will follow. The change you want to see out there in the world has to be the change that starts with you! Once people see that consistency and work ethic from you, they will feel more compelled to have higher expectations of themselves.

Be clear Make sure your expectations are clear and actionable, and that everyone involved understands them. You can help people understand your motivation by providing context and explaining why you're setting an expectation. Be realistic Make sure your goals are realistic and achievable, as this can help you stay motivated. Communicate Communicate expectations openly and clearly to create a dialogue where everyone's on the same page. You can also write down expectations to increase clarity. Follow up Once expectations are set, it's important to follow up and provide feedback.

3. Feedback Loop Implementing a feedback loop was essential in refining my delegation process. Early on, I struggled with providing constructive feedback, fearing it would demoralize my team. However, after attending a leadership workshop, I learned to give balanced feedback. During a quarterly review, I praised a team member for their innovative sourcing methods but also suggested improvements in their candidate follow-up process. I encouraged them to share their thoughts on my delegation and management style. This open dialogue helped create a culture of continuous improvement and mutual respect, making me more comfortable with delegating.

Regular feedback loop suggests that you've made feedback apart of the process. When you include feedback for the sake of success, you will find more often than not that this will allow for changes to be made promptly. The team will be more engaged with the matter at hand if they feel like their insight is being genuinely considered. No one will be left wanting because they will all have a say in the matter. Improvements and celebration of wins are some of the best things you can do in the staffing business. So don't reinvent the wheel and take advantage of these processes!

4. Empowerment Key Empowering my team was a pivotal step in overcoming my fear of delegation. I realized that micromanaging was counterproductive and began fostering a more autonomous work environment. For example, I entrusted a senior recruiter with the responsibility of leading a new client project. I provided the necessary resources and support but allowed them the freedom to make decisions. Witnessing their successful management of the project and the innovative solutions they implemented reassured me that empowering my team not only boosted their confidence but also led to better outcomes.

Empower and uplift your team. The more you do this; the further you all will go in the long term. It can be a challenge to empower and mentor other team members within staffing just because of the KPI's/production quotas. But the environment should be fostering growth in every aspect of the business. It's why team building is such a necessity within all industries; let alone recruiting firms. If you're in an environment where everyone is out for themselves, that business or team will no last. I have never seen a business like that thrive for long. You're part of a team; working solo like that is not scalable or sustainable!

5. Reflect Often Regular reflection helped me understand my fears and improve my delegation skills. I dedicated time each month to evaluate my delegation experiences. After completing a large staffing project, I reflected on what went well and where I faced challenges. I realized that my initial hesitance stemmed from a fear of losing control. By acknowledging this, I worked on developing trust and setting clear expectations. Reflecting on these experiences and discussing them with a mentor provided valuable insights, helping me become a more effective leader.

What went right? What went wrong? These are the things that one reflects on whenever they are trying to root out what is best for the business. But the truth is, we all have an idea of where we can go right. Get orders; how do you achieve that? Get candidates; who do you look for and why? Understand the why and how behind your tasks and work with your team to achieve those objectives. When you get together to reflect on how you can reach your goals, you will ultimately grow more as a team and as a professional within the recruitment world.

Learn from mistakes Reflection can help you avoid repeating mistakes and failures by helping you understand what you've learned from past events. Make better decisions Reflection can help you evaluate your options and understand how they might impact you, which can lead to more informed decisions. Understand yourself Reflection can help you identify your strengths, patterns, and areas for improvement. It can also help you understand why you feel certain ways, which can help you manage your emotions and feel happier. Improve relationships Reflection can help you develop emotional intelligence, which can support positive relationships and reduce emotional bias.

6. Here’s What Else to Consider In addition to the steps above, I found it beneficial to invest in training and development for my team. Providing access to professional development courses and workshops ensured that they had the skills needed to excel in their roles. Furthermore, I made it a point to celebrate successes and recognize the contributions of my team members, which fostered a positive and motivated work environment. Lastly, I learned that patience is key; delegation is a gradual process, and it’s important to be patient with both yourself and your team as you all adapt to new responsibilities and workflows.