Aug 17 in 🤝 Community Engagement
Delegation and What It Means
Over the last two years, I have successfully delegated almost everything to my team, and it’s been the best decision I’ve ever made.
This shift has allowed me to focus on more critical aspects of my business (like marketing, sales, and ensuring that everything is fully set up for growth).
I’ve recently joined this community and would like to share some valuable insights on how I effectively delegate within my business (and for my clients).
Step 1: Providing Context
A common mistake many people make (including myself in the past) is not providing enough context when delegating tasks.
If it’s a one-time task, ensure you give clear instructions. The message doesn’t have to be lengthy (but should be sufficient for the person to understand the end goal):
Example 1 (Assistant): “I need you to conduct market research on our competitors' Facebook ads. Please gather the business name, ad video, video transcript, and a ChatGPT-generated rating for the video (as a digital marketing manager), all compiled in a document by the end of the day.”
Example 2 (Systems Manager): “We need to develop an internal and external system for one of our B2B legal consultation clients. They currently lack any systems so we need to provide them with everything they need to run operations, customer service, sales, and more. Conduct market research on the types of systems they might need, and let’s have a blueprint ready before our next call.”
Example 3 (Operations): “I want an audit of each employee’s main focus for this week. If their focus isn’t aligned with company goals, make the necessary adjustments.”
Step 2: Delegating to the Right Person
When delegating, it’s crucial to assign tasks to the right person (based on their role and value to the company).
For instance, your operations manager shouldn’t be handling video editing—that task should go to your creative director or, if unavailable, to the lowest-paid employee who can manage it. Video editing (depending on the required quality) isn’t difficult but must be appropriately assigned.
Ensure that low-ROI activities are delegated to the lowest-paid employee (based on role importance) rather than someone who could generate a higher ROI with their skills.
Examples of NOT Providing Enough Context:
Example 1 (Assistant): “Schedule a meeting with me and the client.” (Note: This isn’t too bad, but you should specify the time you want the meeting and mention that if the client is unavailable at those times, they should find an open slot in your calendar.)
Example 2 (Creative Director): “URL to ads that need editing.” (Note: This lacks urgency and details. Instead, you could say, “Here’s the URL. I need these ads edited in high quality within three days. Make sure the testimonials pop up on the screen when I mention them.”)
Example 3 (Systems Manager): “We need a new funnel.” (Note: Provide the context for the funnel’s purpose. For example, “We need a new funnel for these ads (link). The goal is to make it educational and direct users to book a call. Get this done as soon as possible thanks.”)
Step 3: Not Delegating Enough
As a founder (or C-suite executive), your focus should be on scaling the company, not on tasks that other team members can handle. It’s essential to delegate these tasks to the right person.
Step 4: Delegating Too Much
At times, I moved too quickly (and tried to piece everything together), resulting in decreased productivity. I was delegating too much to everyone, which caused bottlenecks. The real solution was hiring more employees, which significantly improved our efficiency.
When you hit a threshold, it’s often due to a lack of A-players.
From my experience 1 A-Player produces 10x the ROI of a B-Player but that doesn't mean you have to break the bank with payroll. Over the last 9 months, I've accumulated a network of (and hired) 100s of ex-Fortune-1000 Middle-Eastern Talent who's average salaries range from $400 to $600 when converted to USD (crazy, i know).
Ensure that you set reminders in your communication tool (we use Slack) for urgent tasks and, if someone is too busy, delegate to the next available person.
Step 5: Having Competent Employees
Having employees who lack knowledge can stem from either poor training or a language/understanding barrier. If it’s the latter, it’s best to let them go immediately (it will save you countless problems down the line, trust me).
Bonus Tip:
If you master the art of delegation (and know how to outsource and hire high-quality, A-player talent), scaling your business will become significantly less stressful (and easier to manage).
If you have any questions about delegation or hiring, feel free to drop them below, and I’ll be happy to help.
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Delegation and What It Means
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