Johnny C. Taylor Jr. tackles your human resources questions as part of a series for USA TODAY. Taylor is president and CEO of the Society for Human Resource Management, the world’s largest HR professional society and author of “Reset: A Leader’s Guide to Work in an Age of Upheaval.”
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Question: I was recently promoted to supervisor. While I’m happy to take a step up in my career, I feel somewhat out of place in this role. Watching my staff struggle to do things I can do in my sleep has been hard. How do I improve my ability to delegate tasks and give my team more autonomy? – Safir
Answer: Congratulations on your promotion! It’s exciting to take the next step in your career, but it’s completely normal to feel out of sorts as you transition to a leadership role. Delegation is a skill that takes time, practice, and intention to master. The good news? By taking the proper steps, you can empower your team, lighten your workload, and help your staff reach their full potential.
Here’s how you can improve your delegation skills and foster a culture of autonomy and trust:
- Understand your team. Effective delegation begins with knowing your team’s strengths, skills, and workload. Start by conducting one-on-one meetings to learn about individual areas of expertise and career goals. Observing how your team works together can also give you insights into their communication styles and preferences. This information will help you assign tasks that align with their abilities while providing valuable growth opportunities.
- Clarity is key. Miscommunication often leads to frustration, so it’s essential to set clear expectations from the beginning. When assigning a task, be specific about the goals, deadlines, and desired outcomes. Encourage your team members to ask questions and repeat the instructions back to confirm understanding. This two-way communication ensures everyone is on the same page.
At the same time, be prepared for things to go off track occasionally ‒ that’s a natural part of learning. These moments are opportunities for coaching and reinforcing a problem-solving mindset, helping your team grow stronger.
◾Focus on support, not control. It can be challenging to step back when you know you could complete the task more efficiently, but trust is crucial to effective delegation. Give your team the freedom to take ownership of their work while remaining available for support. Use tools that enable you to track progress transparently and schedule regular check-ins to stay informed. Rather than micromanaging, ask guiding questions to encourage independent thinking and problem-solving. Your team will perform at their best when they feel trusted.
◾Tailor your approach. Every individual on your team will require different levels of guidance depending on their experience and confidence. Less experienced employees may need more structure and regular check-ins, while seasoned staff members might thrive with more autonomy and broader guidance. Adapting your approach to fit their needs shows that you respect their unique contributions and helps build confidence.
◾Recognize and reflect. Once a project is complete, take time to look back on the process. Provide constructive feedback on what worked well and what could be improved, focusing on specific actions rather than generalizations. Recognition plays a key role in building morale, so celebrate achievements publicly or privately, depending on what motivates each team member. A simple “Great job!” or acknowledgment in a team meeting can make all the difference.
◾Lead with trust and empowerment. The goal of delegation isn’t just to lighten your workload; it’s about building a team that thrives on autonomy and empowerment. By allowing your team to learn and grow through their responsibilities, you’re cultivating a culture of engagement and trust. This not only benefits your team members but also positions you as an effective and respected leader.
Remember, delegation is a skill that improves with practice. By leading with empathy, clarity, and trust, you’ll empower your team to do their best work while freeing up your time to focus on broader strategic goals. Leadership isn’t about doing everything yourself.
The views and opinions expressed in this column are the author’s and do not necessarily reflect those of USA TODAY.
