How do you delegate responsibilities to others?

What to delegate and what not to delegate

Many people claim that they are more efficient if they do the work themselves. The instinct is to do it all oneself, which has turned “task delegation” into one of the most underutilized management skills within companies. The fear of leaving something in the hands of subordinates, the organizational culture, the fear of being expendable, or a misplaced guilt complex about burdening others with our work, make delegating uphill.

By delegating what you don’t need to do personally, you free up time that can be valuable for other tasks that require your expertise and energy. Delegating increases your ability to work strategically and leaves time for planning, thus improving organizational systems.

Seeking others to do a job helps develop their skills and makes them feel valuable. You encourage job satisfaction in your team through shared responsibility. By delegating to someone else you offer them the opportunity to excel and succeed, and by extension you will make your business thrive.

What does it mean to delegate responsibility and in which cases should it be done?

Delegation is the action performed by a person whereby he/she relinquishes the responsibility for undertaking a task, or making a decision for which he/she is empowered, to another person who must carry it out. In other words, it is the action of entrusting a task that corresponds to an empowered person to another person.

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When the manager delegates, is he or she relieved of responsibility and can devote more time to other more important functions?

By delegating we free ourselves from many tasks that may be of minor importance or low profitability, allowing us to dedicate more time to carry out relevant tasks more efficiently. Increased confidence and motivation of our employees.

What is delegation at work?

Delegating is giving autonomy and authority to someone else, thus lightening your own workload and building a well-rounded, well-utilized team. Delegation may seem complicated or scary, but it gets much easier over time.

Delegation of functions and assignment of responsibilities

If we do not manage our time well enough to accomplish the tasks assigned to us, when our time is running out, then we have to choose between two alternatives: eliminating tasks or delegating them. Between these two options, delegating is considered the most feasible.

Delegation means transferring responsibilities and assigning authority to a person to carry out certain activities. In the whole delegation process, for it to be successful, it is essential to transmit confidence to the person to whom the activities are entrusted.

The manager who does not practice delegation, who wants to solve everything by himself, in addition to suffering from stress, can never hope to lead projects of higher level and importance, which is why delegation is essential for the exercise of effective management.

One of the main fears of the leader when delegating is the fear of “losing control”. The best way to overcome this fear is to understand that, with an appropriate choice of the tasks to be delegated, the leader is in a position to face new challenges and use his or her time more efficiently. In addition, it is important to note that in delegation, the “ultimate responsibility” remains with the delegator; the leader remains responsible for that delegation and for the results of the delegation.

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What responsibilities are suggested not to delegate to key employees?

What not to delegate:

Motivation of employees. Tasks of special importance (exclusive category). High-risk tasks. Unusual and exceptional cases.

What does it mean to know how to delegate?

The first thing to keep in mind is that delegating does not mean telling someone else what to do, but transferring some of the work – including decision making – to another professional. …

Why are some managers afraid to delegate their functions and responsibilities?

The manager who is afraid to delegate believes that everything depends on him to solve the company’s problems. When the business does not prosper, the response is to control even more of the work.

Example of delegating functions in a company

Much has been written about the different profiles of great business leaders and the basic characteristics of business leadership. However, one of the essential parts of the job of every leader or team leader is often overlooked: the ability to delegate tasks effectively.

Learning to delegate tasks and develop people can even be a good strategy to strengthen leadership, as long as this process is carried out in an orderly and consistent manner. New technologies make this much easier.

The delegation of functions consists of assigning to employees a part of the tasks that traditionally correspond to the management of teams or departments. These assignments can be temporary or indefinite and can lighten the managers’ workload.

Delegating involves recognizing the professional value of the employees who are given new responsibilities and whose commitment to the company is thus recognized. Delegation can therefore be a powerful stimulus for employees, as a way of encouraging internal promotion.

What is delegating a technology function?

The delegation of functions consists of transmitting to the technical means and systems, the actions that people normally perform with their bodies, in order to facilitate operations.

What is the importance of distributing responsibilities?

Sharing tasks is important to the success of any project, but in the business environment it is essential. Delegating roles and tasks keeps you from overloading yourself, makes the process more streamlined, and allows employees to grow and contribute more to the business.

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What is the importance of delegation?

By delegating what you don’t need to do personally, you free up time that can be valuable for other tasks that require your expertise and energy. Delegating increases your ability to work strategically and leaves time for planning, thus improving organizational systems.


The importance of delegating functions is due to its direct link with an adequate management of our time. Delegating consists of giving a worker the power, autonomy and responsibility to make decisions, solve problems and perform tasks without the need for our supervision.

Many times, delegating tasks can be a difficult process for businessmen, managers or entrepreneurs, because they do not have the necessary confidence in their workers or because they think that nobody can do things as well as themselves.

My name is Aritz Urresti, since 2007 I have been teaching professional and personal productivity improvement programs to improve the economic results of your company, as well as other aspects of your life. My goal is to help our clients achieve their success through the progressive realization of personal, predetermined and valuable goals in the six areas of life.