Make delegation clearer
Explain the outcome, scope, deadline and decision-making authority attached to a task. Share relevant context and identify which points require consultation. Ask the person to describe their proposed first steps.
Agree check-in points that match the task’s complexity and the person’s experience. Avoid delegating responsibility while withholding the authority or information needed to deliver. If you need to change direction, explain the reason and reset expectations. Clear delegation makes support and accountability easier to manage.
A workplace example
A manager asks someone to own a project but requires approval for every small decision. Clarify which decisions the person can make and which need consultation before the next phase starts.
Try this in practice
- Define the outcome and authority.
- Share constraints and dependencies.
- Agree proportionate check-in points.
Does the person have the authority needed for the responsibility?
More on teamwork
Keep reading
Recognition is more useful when it tells someone what they did and why it mattered.
TeamworkSupport accountability without blameStart with the agreed commitment and the result that occurred.
TeamworkBuild a useful team check-inA short check-in should help the team coordinate work.
