Before you let your staff get on with things you need to explain what you want of them. If you are giving them extra responsibilities you must explain why you are doing so and what is expected of them.

You will need to ensure that they know how to do whatever tasks you have in mind for them. Some things you will be able to explain yourself; others you must provide training for. This might be as simple as getting somebody more experienced to show them what to do, or it might mean providing training either outside or in-house to explain specialist techniques. However simple or complex the training needs are, you must make sure these are addressed first so that you can leave your staff to get on with the work you give them in confidence.

If you want them to make more decisions on their own account then they will need the information to do so. Make sure that they have this or that it is easily available. Explain to them what your criteria are for referring decisions to you or dealing with them themselves. They need to know what the perimeters of their responsibilities are.

Set clear boundaries on the work you delegate so that your staff know exactly how much responsibility and authority they have, and when and how you want to be involved. Encourage their independence but make it clear that you want certain standards to be achieved. Be consistent throughout the task about what you want done, and how and when.

When you delegate something, provide all the background information necessary so that there are no surprises when the work starts. Your staff need all the information about a project if they are to assume responsibility for it.

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