Take time to define the task before you assign it. (This is the hardest part of
delegation!) What do you want done? How does it need to look? When do you want it finished? What resources are available? How does the person access those resources? What will you take as signs of success? What pitfalls may occur? What safety nets are in place?

Match the person to the task. Give people assignments that will capitalize on their talents and capabilities and/or will teach them new skills that they can use in future assignments.

Build a person’s confidence by assigning low-risk projects at first. Be there to answer questions, not just in the beginning, but when they are about a third of the way into it, which when they now know what questions they should
have asked in the beginning!

When communicating the assignment, use vocabulary that is easily understood. Avoid jargon and slang that is unfamiliar. Put things in writing as well as saying them verbally. Be more concerned with what needs to be done and when it is due, than how it gets done. Let your people try new ways of accomplishing the task. They may find an easier, faster way of getting the result you want.

Don’t be tempted to take over the project. The person performing the task may not do it the way you would, but that is how they learn.

Give the person credit when the assignment is complete. Be sure to let them know that you are appreciative of their work and if appropriate, also let others know how well the person performed.