How to delegate effectively
Delegating isn’t a sign of weakness
We take you through 5 top tips to delegate effectively.
Delegation can feel challenging — especially when you’re under pressure, juggling competing demands, or take pride in doing things to a high standard. But trying to do everything yourself isn’t sustainable. Delegation doesn’t just protect your time and help prevent burnout, it also creates space for others to step up. By holding too tightly to every task, you could be blocking your colleagues from learning, building experience or growing into new responsibilities.
Here are five ways to delegate effectively, so everyone benefits:
1. Reframe how you view delegation
Delegation isn’t about offloading tasks you don’t like or shifting responsibility to someone else. It’s a key part of leadership. When you delegate well, you build trust, develop others and create more capacity in your team. It shows you value people’s skills and are willing to invest in their growth. If you're used to doing everything yourself, try reframing delegation as a tool for progression — for you and those around you.
2. Delegate the right tasks at the right time
Delegation works best when it’s planned and purposeful. Think about who could do this task well, who might enjoy it, and how it could support their development. Give colleagues enough notice and time to plan, so it doesn’t feel like a last-minute panic or a dumping ground for tasks you don’t want. If it is something that needs turning around quickly, communicate clearly (see the next tip). Either way, try to explain what’s in it for them — whether it’s a new skill, greater visibility, or the chance to try something different.
3. Communication is key when you delegate
Be intentional and clear — don’t just say “I’m too busy, can you do this?” Explain why you’re delegating, what the task involves, and why you’ve asked them. Be specific. Share key details and any context they’ll need to complete it effectively, but avoid micromanaging. Let them know you're available for questions or support.
Communication is also vital if you get pushback from a colleague - maybe they’re swamped or unsure if it’s their remit. Try something like:
“I get that you’ve got a lot on, and I don’t want this to add pressure. Let’s talk through how we can make this manageable. I think this could be a good opportunity for you, and I’ll support you where needed.” Or: “That’s fair — let’s look at whether this is the right fit and if not, we can find another way forward.” How you respond matters. It’s about collaboration, not telling them what to do..
4. Delegate projects, not just tasks
Where you can, delegate responsibility for a whole project or piece of work — not just isolated tasks. This builds trust, gives people a sense of ownership and autonomy, and avoids the feeling that they’re just picking up the bits others don’t want. It also encourages problem-solving, decision-making and leadership skills.
5. Give credit where it’s due
If something you delegated went well, make sure that’s recognised. Shout out your colleague’s contribution to the right people — whether that’s in team meetings, with clients, or to senior managers. Giving credit builds morale and motivation. Equally, if something didn’t go to plan, take responsibility rather than blaming. Use it as a learning opportunity and have an open conversation about what could be done differently next time.
Done well, delegation isn’t a sign of weakness — it’s a sign of leadership. Start small, be intentional, and build the habit!
