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Delegation Skills - Competency

360-Feedback questions that measure Delegation

• Clarifies decision-making boundaries and levels of autonomy for each delegated task.
• Clearly defines roles, responsibilities, and autonomy to avoid ambiguity.
• Clearly defines duties and tasks to be completed.
• Engages team members in defining tasks to enhance understanding and buy-in.
• Clearly defines tasks for employees.
• Conducts regular task audits to identify opportunities for delegation.
• Determines which tasks can be delegated without compromising leadership responsibilities.
• Defines task boundaries, decision rights, and escalation protocols to prevent ambiguity.
• Breaks down complex assignments into manageable components with clear deliverables assigned to specific individuals.
• Identifies interdependencies between tasks are delegated strategically.
• Defines goals and objectives for subordinates.
• Assesses the complexity and importance of tasks to be delegated.

• Defines the roles, responsibilities, required actions, and deadlines for team members.
• Explains the purpose, expectations, and desired outcomes of the task.
• Ensures subordinates understand how their tasks contribute to team or company goals.
• Has an understanding and an awareness of how to perform tasks that are delegated to others.
• Learns and understands tasks completely before delegating them to subordinates.
• Lets employees know the importance of the tasks being delegated to them.
• Ensures employees are aware of their assigned tasks.
• Follows up on instructions to ensure there are no misunderstandings.

• Delegates the right tasks to the right people.
• Selects the right employee for the job by matching the task to the employee's expertise, strengths, and interests.
• Matches employees' competencies with projects that maximize their potential.
• Selects appropriate individuals to complete tasks.
• Welcomes the participation of talented subordinates.
• Leverages domain-specific knowledge within the team to ensure tasks are assigned to the most capable individuals.
• Chooses the most qualified employee for the assignment.
• Aligns tasks with team members' roles, strengths, and development goals.

• Determines each employee's readiness for new challenges based on past performance.
• Understands each employee's strengths and weaknesses to know what tasks should be assigned or delegated.
• Evaluates employees' proficiency in various competencies to align tasks with their expertise.
• Understands the strengths and development areas of employees to assign responsibilities effectively.
• Recognizes employees' unique capabilities and identifies opportunities for growth.
• Understands which areas an employee may have an expertise in or affinity for.
• Understands what their employees are good at and what they would be eager to do.
• Understands each employee's technical abilities, problem-solving skills, communication strengths, and adaptability.

• Entrusts employees with tasks that reflect their core proficiencies, fostering accountability and confidence.
• Assesses each employee's strengths and areas of expertise.
• Assesses the skill levels of employees being assigned tasks.
• Recognizes employees' strengths and aligns tasks with their enthusiasm.
• Recognizes individual expertise to delegate tasks in a way that maximizes team performance and workflow efficiency.
• Utilizes employees' unique strengths to enhance productivity and ensure high-quality outcomes.
• Matches job responsibilities with employees' deep understanding of subject matter to maximize effectiveness.
• Assigns responsibilities that leverage employees' specialized knowledge for optimal efficiency and results.
• Knows what employees excel at and what interests them in their work.
• Assesses both technical skills and soft skills to ensure effective delegation.

• Leverages employees' natural curiosity and enthusiasm for certain work areas to drive performance.
• Strategically delegates tasks that allow employees to excel in areas where they feel most inspired.
• Understands employee interests, passions, and preferences for specific areas of work.
• Matches assignments to employees' passions to enhance motivation and workplace satisfaction.
• Identifies employees' skills and interests to optimize delegation.
• Delegates work to employees that resonates with their interests and strengths.
• Assigns work that aligns with employees' interests to foster engagement and improve performance.
• Considers employees' enthusiasm for specific tasks to create a more engaged and purpose-driven team.
• Encourages employee self-assessment to better understand where preferred tasks and work styles would be most effective.

• Delegates tasks in a way that fits best with the employees skills and interests.
• Matches responsibilities with the employee's ability to deliver high-quality results.
• Delegates specialized tasks to those that have the expertise and knowledge to perform them.
• Tailors delegation to each employee's learning style, pace, and confidence level.
• Assigns tasks according to employees strengths.
• Matches responsibilities to both skill and affinity.
• Assigns tasks based on strengths and aspirations.
• Takes into account an employee's technical skills, soft skills, experience, and industry knowledge.
• Ensures the task aligns with the employee's core competencies for optimal performance.

• Strategically distributes work by considering employees' mastery in key disciplines or skill sets.
• Ensures that delegated tasks fit within a broader strategic plan.
• Optimizes how tasks are distributed.
• Ensures the task aligns with business goals and team capabilities.
• Identifies employees' problem-solving approaches and decision-making abilities to delegate tasks strategically.
• Prioritizes tasks based on urgency, impact, and alignment with organizational goals.
• Leverages employees' talents and passions to enhance productivity.
• Balances productivity with employee satisfaction to ensure that assignments feel purposeful rather than burdensome.

• Uses structured formats (e.g., task matrices, SOPs, checklists) to communicate responsibilities.
• Discusses with team members about what to do, not how to do it.
• Communicates how delegated tasks contribute to broader team or organizational success.
• Communicates the purpose and context of delegated tasks to ensure shared understanding.
• Allows for open dialog in case the employee has questions or concerns about the delegated projects.
• Keeps employees informed of any changes to plans.
• Communicates expected/desired outcomes.
• Discusses new task assignments during a one-on-one meeting.
• Communicates expectations for assigned tasks.

• Encourages employee buy-in for the delegated task.
• Seeks acceptance of the delegated task from the employee.
• Secures employee agreement on the delegated responsibility.
• Enables employees to take ownership of work delegated to them.
• Facilitates employee understanding and acceptance of the assigned tasks.
• Engages the employee in discussion to ensure alignment on the delegated responsibility.
• Encourages the employee to take ownership of the responsibility.
• Seeks confirmation and commitment from the employee regarding the delegated task.

• Encourages and empowers subordinates to use initiative in achieving goals and objectives.
• Fosters an environment in which the employee believes in their capabilities to meet expectations, takes the initiative, and delivers high-quality results.
• Encourages and empowers others to use initiative in achieving goals and objectives.
• Uses delegation to empower employees to take initiative and make decisions.
• Allows decisions to be made at the point-of-care.
• Allows employees to decide how they wish to complete the tasks.
• Allows employees the space to manage their own workload effectively.
• Empowers employees through thoughtful support, ensuring delegated work is purposeful and goal-oriented.
• Communicates trust in employees' judgment, reinforcing ownership and accountability.
• Develops a team of trusted employees that work can be delegated to.
• Encourages and empowers team members to use initiative in achieving goals and objectives.

• Tells subordinates what to do, not how to do it.
• Allows subordinates to use their own methods and procedures.
• Delegates responsibility to employees, allowing them to handle tasks independently.
• Does not micromanage employees.
• Avoids micromanaging the employee-trusts them to complete the task effectively.
• Provides clear expectations but allows for flexibility.
• Grants independence to employees allowing them to execute tasks in their own way without micromanagement.
• Gives the employees the freedom to approach tasks with their own skills and judgment, fostering creativity and problem-solving.

• Effectively balances delegation and supervision in the department.
• Adjusts level of supervision based on task complexity, employee experience, and risk tolerance.
• Effectively balances delegation and supervision of employees.
• Demonstrates confidence in employees' capabilities by granting appropriate decision-making authority.
• Provides oversight while ensuring employees have enough independence to perform effectively.
• Confidently assigns tasks to subordinates without excessive oversight or micromanagement.
• Uses delegation as a developmental tool, gradually increasing autonomy as competence grows.
• Does not intervene in delegated tasks unless performance, risk, or alignment issues arise.
• Supports the employee's autonomy without excessive supervision.

• Uses delegation as a powerful opportunity to train employees.
• Delegates tasks that challenge employees to expand their skill sets and take on new responsibilities.
• Anticipates and assigns responsibilities that foster skill-building and advancement.
• Assigns tasks to help build the skill sets of subordinates.
• Assigns tasks to create learning opportunities for the employees.
• Provides opportunities for employees to grow professionally through delegated tasks.
• Optimizes delegation by assigning employees tasks that maximize efficiency, promote professional development, and enhance employee engagement.
• Encourages employees to take on greater responsibilities.
• Balances employee skill level with opportunities for professional development in task assignments.
• Provides opportunities for employees to lead initiatives or mentor others as part of their growth.
• Delegates tasks that allow room for growth of the employee's skills set.
• Assigns challenging responsibilities to boost employee professional development while maintaining engagement.
• Assigns projects that expose employees to cross-functional collaboration or unfamiliar domains.

• Tailors assignments to encourage growth and long-term success within the company.
• Strategically selects assignments that support an employee's growth within the organization.
• Offers assignments that build readiness for future roles or promotions.
• Delegates tasks that allow employees to demonstrate leadership potential in safe, supported contexts.
• Offers work that aligns with career aspirations.
• Connects delegated tasks to long-term career paths and organizational opportunities.
• Proactively identifies tasks that align with an employee's development and career progression.
• Aligns delegated tasks with employees' personal and professional aspirations for meaningful career development.
• Uses delegation to help employees explore lateral moves or pivot points in their career journey.
• Considers growth opportunities and possibilities for the employees.
• Selects assignments that increase visibility with senior leaders or key stakeholders.

• Delegates authority and responsibility to subordinates and holds them accountable for their actions.
• Delegates tasks, responsibilities, and accountability as appropriate to the level of employee.
• Holds employees accountable for assigned tasks.
• Entrusts subordinates with important tasks.
• Delegates tasks, responsibilities, and accountability as appropriate.
• Ensures delegated tasks are completed on time.
• Trusts employees to take on more responsibilities.

• Promotes the understanding that delegation is done fairly, based on skills, interests, and professional growth--not favoritism or bias.
• Rotates assignments so opportunities are spread across the team-avoiding favoritism or bias.
• Ensures work distribution is based on merit, not personal preferences.
• Distributes the workload evenly to the team members.
• Avoids an arbitrary delegation of duties, which can lead to inefficiencies or frustration.
• Reviews workload distribution to avoid duplication or gaps in accountability.
• Avoids always giving complex or high-visibility tasks to the same employees.
• Assigns responsibilities based on skills, interests, and growth opportunities-not favoritism or bias.

• Aware of the resources needed to complete tasks.
• Offers constructive feedback and recognizes achievements.
• Offers tools, training, and any additional guidance as needed.
• Supplies necessary tools and guidance so delegated work drives meaningful contributions to team goals.
• Encourages initiative and problem-solving while remaining available for guidance.
• Offers support without micromanaging the employee.
• Ensures the employee has the necessary resources and training to succeed in the delegated tasks.
• Equips employees with the support and resources needed to execute delegated tasks that advance team priorities.
• Facilitates access to support and resources that enable delegated tasks to deliver strategic value.
• Provides timely feedback and support without undermining employee confidence.
• Creates a safe environment where employees feel comfortable seeking help without fear of judgment.

• Sets clear and reasonable expectations for others and follows through on their progress.
• Assigns tasks to subordinates for completion.
• Schedules regular touchpoints to track progress without over-monitoring.
• Outlines what "job done well" looks like, including quality standards and performance indicators.
• Sets deadlines and defines success criteria for delegated tasks.
• Sets high expectations on employees to learn how to perform tasks that may have been delegated to them.
• Assigns goals and objectives as needed.
• Provides written documentation or visual aids to reinforce expectations and reduce misinterpretation.
• Specifies expected outcomes, timelines, and success criteria for each delegated task.
• Sets expectations for communication and progress updates while respecting employees' working styles.

• Establishes checkpoints and escalation paths to ensure accountability without micromanagement.
• Gathers feedback from the employee-how did they feel about the task?
• Recognizes and affirms progress made through delegated responsibilities.
• Establishes milestone reviews to assess progress and recalibrate expectations if needed.
• Reviews the overall success of the delegated task.
• Is flexible and adjusts delegation strategies based on results and employee response.
• Adjusts future delegation strategies based on what worked well (or didn't).
• Monitors progress through structured check-ins without disrupting workflow or autonomy.