Application & Selection Process

Application & Selection Process


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How to delegate work to team members?

Delegating work to team members is one of the biggest challenges for line managers. Find out how to delegate and build trust within departments while you improve your leadership and company’s success. 

The importance of delegation in leadership is well-known but – sometimes – not so much put into practice. Why? Well, most managers don’t delegate because they confuse delegation with a loss of power, which is completely untrue according to the idea that power has nothing to do with effective management or leadership. Moreover: delegating work to team members is the best decision to get rid of work overload and keep yourself focused on organising and supervising. In the end, this is what leaders are hired for, isn’t it?


 These strategies will let you delegate work to team members efficiently 


  • Know co-worker’s strengths. If you know the abilities of each one of your team members you will be able to address specific tasks, because why would you ask for creative help from your web developer? As you can see, knowing who can do specific tasks is crucial if you want to delegate work properly to your colleagues.


  • Offer training programs or teach specific techniques. This will be very practical in order to set new tasks in the future. So, do you need some creativity from your web developer? Then take the time to sit down with them and introduce them to some creative strategies. Showing new ways of thinking or new knowledge to your team members boosts professionalism, motivation and encourages autonomy.


  • Communicate effectively. We have already talked about the importance of communication in leadership. To delegate work properly within a team, you really need to describe what needs to be done, when and what you expect from it. So try to be as clear and unambiguous as possible.


  • Determine the ‘how’. Decide which standards they need to follow. For example, maybe it’s necessary to establish some order on preparations of budgets. Create a template, be sure that all the formulas are correct, share the template with the account executive and supervise the document from time to time. Or if clients’ presentations need to follow company style guides, delegate the creation of mockups to your graphic design. Supervise them just to be sure that it follows the company’s aesthetics and make sure that everyone in your team uses this template when sending presentations to clients.


  • Be accessible and provide help when necessary. Your team members might find themselves stuck within the execution of a task. If you want to achieve the efficiency and productivity that delegating work offers, be accessible if they need your help. A constantly busy manager or the I-don’t-have-time leader only leads to mistakes. Set regular mini-meetings every morning or every evening, so you can become aware of everything happening within your team.


These steps will help you manage your team with success without falling into the feedback loop. Coming back to the same task over and over again is a sign of perfectionism and micromanaging and it’s very frustrating for employees and team members. The consequences of not delegating tasks drive to work overload, from which you could feel overwhelmed and demotivated.

Do you want to find out everything about effective leadership from within one of the leading HR companies in the world? Then participate in the ‘CEO for One Month’ program of the Adecco Group. This, without doubt, could be the best opportunity for you to start boosting your professional career at a very early stage. But, be quick, the registration process is about to end! Apply now here!

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    Es muy importante delegar a otros algunas funciones que permitan liberarte de trabajo solo que hay que encontrar ese punto en el que un líder es motivador para su equipo de trabajo, esto garantiza que no tengas que estar presionando a tus empleados para que estos realicen las funciones que a cada uno le corresponde.
    Implementar un tablero de logros para ir sabiendo en tiempo real a cuanto estamos de alcanzar un objetivo o meta.
    Comunicar los logros obtenidos y preguntar cuales falencias se detectaron. Son puntos esenciales para que el personal se sienta importante dentro de la función que se le ha encargado.