What do you do if team members feel that delegation is unfair and unequal in a motivation setting?

1 Clarify expectations

Before you delegate any task, make sure that you communicate clearly what you expect from the team member who will be responsible for it. Explain the purpose, scope, deadline, and quality standards of the task, and how it fits into the overall project or goal. Ask for feedback and confirmation from the team member, and address any questions or concerns they may have. This way, you can avoid misunderstandings, confusion, or ambiguity that can lead to dissatisfaction or poor performance.

2 Match tasks to skills

One of the main reasons why team members may feel that delegation is unfair and unequal is if they perceive that they are assigned tasks that are either too easy or too hard for them, or that do not match their skills or interests. To avoid this, you need to know your team well, and assess their strengths, weaknesses, preferences, and development needs. Then, you can delegate tasks that are appropriate for their level of competence and challenge, and that align with their career aspirations and motivations. This way, you can show them that you value their abilities and potential, and that you want them to grow and succeed.

3 Balance workload

Another reason why team members may feel that delegation is unfair and unequal is if they think that they have too much or too little work compared to others, or that the work is unevenly distributed. To avoid this, you need to monitor the workload of each team member, and ensure that it is balanced and manageable. You can use tools like Gantt charts, Kanban boards, or task management software to track the progress and status of each task, and to identify any bottlenecks, delays, or gaps. You can also involve the team in the delegation process, and ask them to volunteer for tasks, negotiate deadlines, or swap assignments if needed. This way, you can foster a sense of ownership and collaboration among the team, and avoid overloading or underutilizing anyone.

4 Provide feedback and recognition

One of the most important aspects of delegation is to provide feedback and recognition to the team members who complete the tasks. Feedback helps them to know how well they did, what they can improve, and how they contributed to the outcome. Recognition helps them to feel appreciated, valued, and motivated. You can provide feedback and recognition in various ways, such as in person, by email, in meetings, or in public forums. You can also use different forms of recognition, such as praise, rewards, incentives, or opportunities. The key is to be specific, timely, sincere, and consistent. This way, you can reinforce positive behaviors and outcomes, and encourage the team to keep up the good work.

5 Evaluate and improve

Finally, delegation is not a one-time event, but an ongoing process that requires evaluation and improvement. You need to regularly review the results and impact of the tasks that you delegated, and assess how well they met the expectations and goals. You can also ask for feedback from the team members who performed the tasks, and learn from their experiences and insights. You can use tools like surveys, interviews, or focus groups to collect and analyze the feedback. Based on the evaluation, you can identify what worked well and what didn't, and make adjustments or changes to your delegation strategy. This way, you can continuously improve your delegation skills, and enhance your team's motivation and performance.