Why Delegation Is Important and Why You Shouldn’t Burden One Person With All the Power

Assigning tasks and thinking about how they will assist or hinder the ongoing work that you and your team accomplish are two of your main responsibilities whenever you are in charge of or working on a project. There are several software packages out there, some of which are intended to help with team structure and project preparation. Programs for task designation, BOM management, and manufacturing statistics are a few examples of these.

Making sure that each team member is given the proper amount of work is of the highest significance when one is in a leadership role at work. It may be tempting to assign a worker more duties than the others do in order to keep up with their productivity when one person completes their work more rapidly than the others. However, remember that one of your responsibilities as a manager is to act fairly. You must acquire the skills required for job delegation in order to efficiently assign work to the other team members. 

Organization of employees into groups with the main goal of allocating different tasks among the group members is a common practice at many workplaces. In addition to whole departments, individual members of ad hoc teams often share work and responsibilities. In certain companies, each team member is assigned their own specific task to do. In some other models, each member is in charge of their own unique set of responsibilities within the confines of a single project.

Working with others increases the chance of hearing from a variety of viewpoints, which is one of its benefits. This could be seen when workers engage in tasks like idea generation and collaborative thinking. It is difficult for everyone on your team to concur on everything, even if everyone is close in age or attended the same school. Even if they all attended the same school, this is still true.

If you put together a group of individuals with various backgrounds, experiences, and points of view and then give each member of the group-specific responsibilities, the company will benefit in the long term. The likelihood that an issue will be solved is inversely correlated with the number of individuals working on it. Both directions are involved in this interaction.

To maximize the benefits of the experience, you can decide to strategically change the team members. This makes it possible that an all-male or all-white team will be less popular than one with a diverse group of fans. 

The idea of task assignments, which are designed to help with the completion of projects, the settlement of customer complaints, and the achievement of goals, is familiar to anybody who has spent any time working on a customer service team. The idea of job assignments is one that is recognizable to everyone who has ever worked on a customer support team for any length of time. It is obviously possible to complete the task in a much shorter amount of time and with a higher level of productivity when multiple staff members, each with their own unique set of abilities and experiences, are allocated to various sections of a project. This is so because each employee contributes a certain set of knowledge and experiences to the team. 


Each individual will need to keep track of their daily activities and responsibilities on a timesheet in order to accomplish this aim. Timesheets are used to get a precise picture of what each employee is working on at any given time. Any time may be used to obtain this image.

People can assess a person’s availability or busyness, how far along they are with their task, and other such factors much more easily when they are aware of who is responsible for certain duties.

As a result, be sure to put completion deadlines on the tasks that you provide to your staff. You may also base your time estimates on those of the workers rather than your own by asking them for their best guess as to how long it will take them to accomplish the task.

Timesheets are a useful tool for keeping track of both the tasks being performed and the individuals who are doing them. What you can do is:

  • Check to see who is experiencing issues with what (this helps in determining people’s ability levels).
  • Check to see who is working efficiently and is available for additional duties, etc.
  • Find out whether you need to make any adjustments to your time estimates.
  • See if you can find any instances when time was squandered.

How to Delegate Tasks: What to Do and What Not to Do

For the best success and to relieve stress for everyone involved, keep these tips in mind when allotting work to others:


  • Include in your calendar some time that will be used just for developing a plan for distributing duties.
  • Make a list of everything that needs to be done, and then assign the tasks to your team members based on the unique roles, responsibilities, and skills that they each possess.
  • By publicly praising and rewarding exceptional performance, you may be able to foster a culture where production is valued more highly than hours worked.


  • Although you should be extremely meticulous when assigning your duties, you should also be adaptable in case new jobs arise or the priority list changes.
  • Put the most important employee of your business through the ringer. Before you continue to rely on her, you must decide which of your obligations may be put on hold for the time being.
  • It is advisable to avoid a direct confrontation with a colleague who isn’t contributing to the team. 
  • Always be upfront with them about your expectations.

The next step is to decide who on your team will be responsible for each job and assign those responsibilities to them. When assigning tasks to team members, it is crucial to consider a number of criteria. Individual members’ levels of expertise, competency, motivation, and the quantity of work they already have on their plates are some of these determining elements. Additionally, make sure there is a good balance between the range of tasks and their degree of complexity, as well as that there are possibilities for both advancement and learning. 

In order for your team members to take ownership of their responsibilities and be accountable for the work that they create, you should delegate authority to them rather than micromanage or tell them what to do. Additionally, you must show them that you value their independence and originality by giving them the freedom to decide how they will carry out the responsibilities that have been delegated to them.

Create Opportunities for the Team to Participate in the Process

They should ask questions regarding anything related to the task, the objectives, or the overall impact that their job will have on others’ workflow in subsequent phases or overall. It is a sign that they are actively participating in and showing interest in the task at hand.

You may always encourage your staff to be proactive by asking queries on their behalf if they aren’t already doing it on their own.

  • Do you need any clarification on anything in particular? If so, do let me know.
  • Do you believe the timeframe we’ve chosen to provide will be sufficient for you?
  • Do you anticipate needing extra support, materials, or equipment in the near future?
  • Do you anticipate any potential issues or threats?

By asking questions like these, you give someone a sense of worth, acknowledge the effort they have put in, and show that you are interested in the job at hand and how effectively they do it. Just be careful not to go far with it because if you do, people will start to think of you as a micromanager. 

Visit the Open BOM website to look at their products for the most recent software, systems, and technologies that may help your projects function as smoothly as is humanly feasible. There are amazing tools available to assist you with task delegation, as well as fantastic resources to keep things organized.

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