What does it mean to delegate at work?


An endless list of more urgent tasks, your cousin’s birthday for which you still have to buy a present is in 2 days and the phone keeps ringing for help! What if it was (finally) time to delegate certain tasks? It is estimated that 40% of the tasks performed at work by executives and managers could easily be delegated. This study, conducted by Toggl, makes it possible to highlight the extent to which the added value that a manager brings thanks to his specific skills is diluted. Indeed, the time spent on these easily delegable tasks will not be allocated to more “thorny” files where experience and technical skills will be of greater value.

If you want to acquire a solid foundation on the subject of delegation at work, training is the easiest way. A quality training allows you to go home with the most suitable tools for a quality delegation.

Discover in this article how to delegate serenely. This will allow you to better allocate your resources, both temporal and intellectual. Our concrete advice is easily actionable good practice. If you want to become a delegation pro, we recommend training on the subject. This allows you to acquire in a few hours a real delegation methodology for an even more efficient and effective work.

What does it mean to delegate at work?

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Photo by Gabrielle Henderson on Unsplash, cropped by Nicomak

Delegation is a thoughtful act. It is in no way a question of “getting rid” of tasks that seem daunting to you. The same goes for tasks that you don’t know which end to take! Because yes, you have to ask yourself certain questions before delegating. A golden rule is to always take the time to explain to the person to whom you entrust the task the context of the task but also the framework. The framework of a delegation contains, in all cases, the following indications:

  • The allocated budget;
  • The validated calendar as well as the essential milestones;
  • The level of autonomy available to the delegate to make decisions;
  • Determine together the regular points to control the progress of the project;
  • The resource persons on whom the delegate can rely;
  • The methodologies and tools that the delegate can use;
  • Any other information relevant to the progress of the task.

This is why it is necessary to avoid delegating “between two doors” but to plan a meeting of 20-30 minutes dedicated to each delegation.

What can I delegate?

How to identify tasks that are easily delegable? Like any other skill, the more you delegate, the more you will be able to quickly identify what your collaborators can easily do for you. In order to analyze each task, the matrix Eisenhower is a good tool. In short, urgent but not important tasks are the ones to prioritize when delegating. Your experience and skills have a greater added value on important tasks. If these are important and not urgent, you can easily put them back in your calendar for the future.

Define the level of autonomy of the delegate for better coordination

A pitfall to avoid is that of the level of autonomy granted. Indeed, if the expectations differ on this point between the delegate and the person who delegates, this generates frustration and misunderstanding. To better illustrate these remarks, you can base yourself on Jürgen Appelo’s delegation scale.

Establish regular points with the delegate

You therefore place your trust in the delegate… but only for a fixed period. In order to avoid any disappointment, regularly plan points with the delegate. This allows you to be more serene. You make sure that the project is progressing “as it should” and the results will be in line with your expectations. Attention, control does not mean monitoring! This is why the degree of autonomy granted to the person carrying out the task must be left. The points are also to be determined upstream. They can be temporal (a weekly point, for example) or event-driven (for example after the reception of 5 quotes).


It’s not easy to “let go” when you delegate a task to a member of your team. Maybe he or she doesn’t do it the way you would? Perhaps you are anxious at the idea that the person does not do “the right thing”? Like any managerial skill, delegation is a tool that can be learned. The more you implement delegation, the easier it will seem.

To accelerate your skills development on delegation, training is ideal. It is also possible to be coached on the subject. To discuss this, contact our benevolent management consultants today. They will be delighted to guide you in choosing your support.

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Ryan Renshaw is a multifaceted blogger with a passion for lifestyle, business, health, gaming, and everything in between. With his blog, https://ryanrenshaw.com.au/, Ryan shares his insights and experiences in these areas, offering readers a unique perspective on a range of topics. He has a keen eye for detail and a natural flair for writing, which allows him to engage his audience and convey his ideas with clarity and precision. Ryan is a dedicated and driven individual who is constantly exploring new ideas and pushing the boundaries of what is possible. Through his blog, he inspires others to do the same, encouraging them to live their best lives and pursue their passions with passion and determination.


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