Long-term development of individual talent
First of all, employees need sufficiently effective tools to carry out their tasks, as well as the trust of their boss and sufficient room for their own initiative. You must develop employees, offer them training, hone their skills and increase their responsibility, but you also need to ensure they have the capacity to do what you are asking of them.
Delegation of work based on the expertise of individual team members
According to the Harvard Business Review, the basic rule is to know your subordinates, including their preferences and strengths. Then delegate work according to the expertise of individual workers.
Supporting team cooperation
Another prerequisite for successful delegation of work is the overall atmosphere in the team. This should support mutual help. The spirit in your team should be one of transparency, openness and willingness to help one another. You can only reach this point if your team as a whole has a unified vision and goal.
Sufficiently detailed briefing
Delegation of work as such should be as specific as possible. Be quite specific when assigning work, explain everything to your colleagues or subordinates and, most importantly, agree on what specific outcomes you expect. Agree also on a timeline and set deadlines.
Appreciation of a job well done
Once the project is over, you should reward employees by thanking them. This praise should ideally be public; this way you will also support the positive atmosphere in the team. You should never take all credit for the work yourself.
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