Edmund Lazarus takes a closer look at how to properly delegate as a manager.

1. EDMUNDLAZARUS
How To
Delegate as
a Manager
EdmundLazarus.com

2. It is inevitable that the
manager will feel
comfortable giving tasks to
certain team members
more than others. However,
this should not be a factor
when delegating a task. The
person who is handed the
job should ideally be the
one who is most suited for
the task.
BE OBJECTIVE

3. Before a manager delegates,
they need to carefully assess a
candidate’s experience and
abilities. A job that needs to be
done quickly should be given to
a worker who is known to get
jobs done in a pinch. In some
cases, there is no perfect fit for a
job. In that case, the manager
may need to compromise a bit.
They can also use a delegated
task to add to an already
talented employee’s skill set.
DIFFERENT JOBS
REQUIRE
DIFFERENT SKILLS

4. Does everyone on their staff
have one task that they can
use to improve their skills?
Is there anyone on staff who
can be doing more than
they already do?
Does everyone on the staff
have a “toolbox” of different
skills?
If not, how can this be
remedied?
Before the manager delegates
a job, they should ask
themselves questions such as:
ASK QUESTIONS

5. It’s problematic if a manager is
completing tasks that should
be delegated. This is
problematic because it means
that the staff is not being
properly trained, and they are
not being encouraged to
develop their skills. The more
skills each staff member has,
the easier it will be to delegate
to them.
ASK QUESTIONS

6. The manager should always be
available if their delegate needs
help with a project, and the
staff should not be required to
take on too much work.
Eventually, the manager will
know what too much work
entails after working with their
staff for a period of time.
AFTER THE JOB
IS DELEGATED

7. Edmund
Lazarus
FOUNDING
PARTNER,
EMK CAPITAL
Background
Edmund Lazarus is a
managing partner at
EMK Capital.
Projects
Learn more about
him at
EdmundLazarus.net