If you’re new (-or not!) to managing a team, you might think delegation is simply a matter of forwarding along emails, or assigning tasks that you might not want to do to others on your team. If you’ve had a bad manager at any point in your career, no doubt you’ve been on the other side of this equation.
Effective management is as much about about scaling your talents across your direct report or team as it is about developing that person in their own role. Effective delegation involves pairing the right individual with the right tasks, and creating a framework for which types of tasks you delegate to whom. One of the most important pieces of delegation involves providing context—that is, clearly communicating to your team what the objective of the task is and why it’s important to the team or company mission.
Here are some additional best practices to consider:

• How you communicate the tasks you delegate will set the tone for the project ahead. Phrases like “I would like you to own this project end-to-end” and  “Handle this ASAP” will have drastically different effects on your team.
• Providing support and micromanaging are two very different things. Offer help or step in as needed, but create timelines that allow your team to learn and do with some breathing room for bumps along the way.
• Give feedback. After a task has been checked-off or a project wrapped, give praise for the positive and offer up ways to improve if critical feedback is needed. Always close the loop on the conversation.