Johnny C. Taylor Jr. is working on your HR questions as part of the USA Today series. Taylor is the world’s largest HR professional society and the president and CEO of the Human Resources Management Association, author of “Reset: A Guide to Leaders to Work in an Era of Trending Times.”
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Question: I was recently promoted to supervisor. I’m happy to take a step forward in my career, but I feel a bit out of place in this role. It was tough to see my staff struggle to do what they could while I was sleeping. How can I improve my ability to delegate tasks and give my team more autonomy? – Safir
Answer: Congratulations! Taking the next step in your career can be exciting, but it’s completely normal to feel a certain mood when you move into a leadership role. Delegation is a skill that requires intention to spend time, practice and master it. Good news? By taking the right steps, you can empower your team, mitigate workloads, and enable staff to reach their full potential.
Here are some ways to improve mission skills and promote a culture of autonomy and trust:
- Understand your team. Effective delegation starts with knowing the strengths, skills and workload of a team. Start by holding one-on-one meetings to learn about your individual specialization and career goals. Observing how teams work together also gives you insight into communication styles and preferences. This information helps you assign tasks that match your capabilities, while providing valuable growth opportunities.
- Clarity is important. Misunderstandings often lead to frustration, so setting clear expectations is essential from the start. When assigning tasks, be specific about your goals, deadlines, and desired outcomes. I encourage team members to ask questions and repeat the instructions to confirm their understanding. This two-way communication ensures that everyone is on the same page.
At the same time, prepare things to get back on track from time to time – that’s a natural part of learning. These moments are opportunities to coach and strengthen problem-solving mindsets, helping your team to become stronger.
◾Focus on support, not on control. Knowing that you can complete tasks more efficiently can be difficult to retreat, but trust is important for effective delegation. Give your team freely ownership of their work while still being available for support. Use tools that allow you to transparently track progress and schedule regular check-ins to keep track of information. Ask the guide questions to promote independent thinking and problem solving rather than micromanagement. Your team performs best when they feel trusted.
◾Adjust your approach. Every individual on the team needs a different level of guidance depending on their experience and confidence. Experienced employees may require more structure and regular check-in, while veteran staff may thrive with more autonomy and broader guidance. Adapting your approach to suit their needs shows that it helps you respect their unique contributions and build confidence.
◾Recognize and reflect. Once the project is complete, take your time to reflect on the process. It focuses on specific actions rather than generalizations, providing constructive feedback on what worked and what could be improved. As awareness plays an important role in building morale, we celebrate our achievements publicly or personally, depending on the motivation of each team member. A simple “great job!” or acknowledgements for a team meeting can make all the difference.
◾Leading with trust and empowerment. The delegation’s goals aren’t just to brighten up your workload. It’s about building a team that thrives with autonomy and empowerment. By allowing your team to learn and grow through their responsibilities, you develop a culture of engagement and trust. This not only benefits your team members, but also positions you as an effective and respected leader.
Remember that delegations are skills that improve with practice. Leading empathy, clarity and trust will help your team do their best while freeing up time to focus on broader strategic goals. Leadership is not about doing everything yourself.
The opinions and opinions expressed in this column are the authors and do not necessarily reflect the opinions of USA Today.