Delegation: Use these sample phrases to craft meaningful performance evaluations, drive change and motivate your workforce.

Delegation is assigning responsibility or authority to another person a junior or subordinate to carry out specific activities while remaining accountable for the outcome.

Delegation: Exceeds Expectations Phrases

  • Includes people in the delegation process where possible and empowers them to decide the tasks they want to be delegated to them and when
  • Clearly articulates the desired outcome; begins with the end in mind and specifies the desired results
  • Provides adequate support during and after delegation of tasks and is always available to answer questions
  • Delegates tasks to the lowest possible organizational level in order to help develop employees on that level and increase workplace efficiency
  • Concerns oneself with what is already accomplished rather than constantly detailing how the tasks should be done
  • Allows the person to which the task has been assigned to control his/her own methods and processes in order to facilitate trust and success
  • Builds motivation and commitment by offering financial rewards, future opportunities and other desirable recognition for tasks and projects well done
  • Discusses timelines and guidelines and agrees on a certain schedule at which one will check and review the project's progress
  • Makes sure that the person assigned the task knows that he/she needs to report any problem associated with the project or task at hand
  • Chooses the right task to delegate, identifies the right employees to delegate to, and delegates it the right way

Delegation: Meets Expectations Phrases

  • Ensures the project's or task's success through ongoing monitoring and communication as well as provision of credit and the required resources
  • Takes the time to learn employees' strengths and weaknesses and delegates tasks to whoever has the largest number of relevant skills for that task
  • Includes details and straightforward instructions in order to avoid most communication gaps and allow tasks to be executed effectively
  • Explains the specific goals for each task and how one will know whether or not an employee has accomplished the goal
  • Establishes a firm priority system for tasks in order to understand the nature of the tasks and delegate effectively
  • Allows the person assigned the task to complete the task in a way he/she feels more effective for obtaining the desired objectives
  • Takes the time to prepare and develop the discipline to map out exactly what one is asking for
  • Asks the person assigned the task to paraphrase the assignment or request in their own words to make sure that they understand what they are supposed to do
  • Confirms that the person is committed to the process that has been set out and to the expected results
  • Assigns smaller tasks to newer employees in order to build their competence and confidence

Delegation: Needs Improvement Phrases

  • Is not able to let go; fears that no one else has the ability or the skills necessary to execute the work effectively
  • Tells a person how to specifically complete a certain task thus limiting initiative and creativity while diminishing self-esteem
  • Assumes that the person assigned the task understands what one wants, rather than making sure he/she does actually understand
  • Takes the project back when one is not satisfied with the progress instead of working with the employee to make sure that he/she understands the project to be his/her responsibility
  • Delegates too much at one time and does not give enough time for the person handling the task to complete it effectively
  • Does not allow for mistakes and failure; criticizes an employee who makes a mistake while performing a task and doesn't give him/her room for improvement
  • Does not take the time to match the skills of the person handling the task to the task that needs to be done thus ends up assigning the task to the wrong person
  • Is not clear about the vision, outcome, and timeline of the project; expects people to read one's mind on the same
  • Accepts partially finished work, which puts one is a position of redoing the work
  • Does not take the time to explain why the job is being delegated, why to that particular person and how it fits in the overall scheme of things

Delegation: Self Evaluation Questions

  • Do you regard yourself a micro or macro manager? How do you delegate your tasks or projects?
  • Is there a time when you have made a terrible mistake due to poor delegation skills? What happened and how was it resolved?
  • What are some of the techniques or methods you have used to ensure effective delegation?
  • Describe a time when you have had to deal with an employee who was not following your instructions on an assigned project. How did you go about it?
  • Can you describe a time when you have solved a major company problem due to an effective delegation of tasks?
  • How do you ensure that the person you assign a task has understood all the instructions?
  • How do you make a decision to delegate work? How do you choose the appropriate employee to handle a certain task?
  • How do you deal with an employee who does not deliver a project on the agreed time?
  • Would you train a new employee to perform a certain task for you or would you prefer an employee who already has the required skills to handle the task? Why?
  • What are some of the things you have done to improve your delegation skills?