• Employee Opinion Survey
  • Employee Opinion
  • Demos
  • Dimensions
  • Item Bank
  • Create your own
• 360-Feedback
  • About 360 Feedback
  • Example Surveys
  • Item Bank
  • Create your own
  • Systems Overview
  • Competency Model
  • Foreign Languages
  • Quick Questionnaire
  • AI Tool
• Performance Management
  • Performance Appraisals
  • Competency Model
  • Administrative Screens
  • Sample Email Notices
  • Examples
• Training Needs Analysis
  • About Training Needs
  • Sample Questionnaires
  • Sample Results 1
  • Sample Results 2
  • Sample Results 3
• Job Interview
  • Interview Questions
• Client Login
  • Client Login

Delegation Comments

• I clearly defined tasks for employees.
• I determined which tasks could be delegated without compromising leadership responsibilities.
• I engaged team members in defining tasks to enhance understanding and buy-in.
• I defined goals and objectives for subordinates.
• I clearly defined roles, responsibilities, and autonomy to avoided ambiguity.
• I defined task boundaries, decision rights, and escalation protocols to prevent ambiguity.
• I broke down complex assignments into manageable components with clear deliverables assigned to specific individuals.
• I identified interdependencies between tasks were delegated strategically.
• I conducted regular task audits to identify opportunities for delegation.
• I assessed the complexity and importance of tasks to be delegated.
• I clearly defined duties and tasks to be completed.
• I clarified decision-making boundaries and level of autonomy for each delegated task.

• I defined the roles, responsibilities, required actions, and deadlines for team members.
• I ensured subordinates understood how their tasks contributed to team or company goals.
• I ensured employees are aware of their assigned tasks.
• I explained the purpose, expectations, and desired outcomes of the task.
• I let employees know the importance of the tasks being delegated to them.
• I followed up on instructions to ensure there were no misunderstandings.
• I learned and understood tasks completely before delegating them to subordinates.
• I had an understanding and an awareness of how to perform tasks that were delegated to others.

• I leveraged domain-specific knowledge within the team to ensure tasks were assigned to the most capable individuals.
• I delegated the right tasks to the right people.
• I chose the most qualified employee for the assignment.
• I matched employees' competencies with projects that maximized their potential.
• I welcomed the participation of talented subordinates.
• I selected the right employee for the job by matching the task to the employee's expertise, strengths, and interests.
• I aligned tasks with team members' roles, strengths, and development goals.
• I selected appropriate individuals to complete tasks.

• I evaluated employees' proficiency in various competencies to align tasks with their expertise.
• I understood what my employees were good at and what they would be eager to do.
• I understood each employee's strengths and weaknesses to know what tasks should be assigned or delegated.
• I determined each employee's readiness for new challenges based on past performance.
• I understood which areas an employee may have an expertise in or affinity for.
• I understood each employee's technical abilities, problem-solving skills, communication strengths, and adaptability.
• I understood the strengths and development areas of employees to assign responsibilities effectively.
• I recognized employees' unique capabilities and identified opportunities for growth.

• I assigned responsibilities that leveraged employees' specialized knowledge for optimal efficiency and results.
• I recognized employees' strengths and aligned tasks with their enthusiasm.
• I assessed both technical skills and soft skills to ensure effective delegation.
• I recognized individual expertise to delegate tasks in a way that maximized team performance and workflow efficiency.
• I utilized employees' unique strengths to enhance productivity and ensure high-quality outcomes.
• I assessed each employee's strengths and areas of expertise.
• I entrusted employees with tasks that reflect their core proficiencies, fostering accountability and confidence.
• I assessed the skill levels of employees being assigned tasks.
• I knew what employees excel at and what interested them in their work.
• I matched job responsibilities with employees' deep understanding of subject matter to maximize effectiveness.

• I strategically delegated tasks that allowed employees to excel in areas where they felt most inspired.
• I leveraged employees' natural curiosity and enthusiasm for certain work areas to drive performance.
• I identified employees' skills and interests to optimize delegation.
• I understood employee interests, passions, and preferences for specific areas of work.
• I assigned work that aligned with employees' interests to foster engagement and improved performance.
• I delegated work to employees that resonated with their interests and strengths.
• I encouraged employee self-assessment to better understand where preferred tasks and work styles would be most effective.
• I considered employees' enthusiasm for specific tasks to create a more engaged and purpose-driven team.
• I matched assignments to employees' passions to enhance motivation and workplace satisfaction.

• I delegated tasks in a way that best fit the employees skills and interests.
• I matched responsibilities with the employee's ability to deliver high-quality results.
• I matched responsibilities to both skill and affinity.
• I delegated specialized tasks to those that had the expertise and knowledge to perform them.
• I assigned tasks according to employees strengths.
• I took into account an employee's technical skills, soft skills, experience, and industry knowledge.
• I assigned tasks based on strengths and aspirations.
• I tailored delegation to each employee's learned style, pace, and confidence level.
• I ensured the task aligned with the employee's core competencies for optimal performance.

• I strategically distributed worked by considering employees' mastery in key disciplines or skill sets.
• I optimized how tasks were distributed.
• I ensured that delegated tasks fit within a broader strategic plan.
• I ensured the task aligned with business goals and team capabilities.
• I prioritized tasks based on urgency, impact, and alignment with organizational goals.
• I identified employees' problem-solving approaches and decision-making abilities to delegate tasks strategically.
• I leveraged employees' talents and passions to enhance productivity.
• I balanced productivity with employee satisfaction to ensure that assignments felt purposeful rather than burdensome.

• I communicated expected/desired outcomes.
• I communicated the purpose and context of delegated tasks to ensure shared understanding.
• I discussed with team members about what to do, not how to do it.
• I kept employees informed of any changes to plans.
• I discussed new task assignments during one-on-one meetings.
• I communicated how delegated tasks contributed to broader team or organizational success.
• I used structured formats (e.g., task matrices, SOPs, checklists) to communicate responsibilities.
• I communicated expectations for assigned tasks.
• I allowed for opened dialog in case the employee had questions or concerns about the delegated projects.

• I sought confirmation and commitment from the employee regarding the delegated task.
• I facilitated employee understanding and acceptance of the assigned tasks.
• I encouraged the employees to take ownership of the responsibility.
• I encouraged employee buy-in for the delegated task.
• I secured employee agreement on the delegated responsibility.
• I engaged the employee in discussion to ensure alignment on the delegated responsibility.
• I sought acceptance of the delegated task from the employee.
• I enabled employees to take ownership of work delegated to them.

• I encouraged and empower subordinates to use initiative in achieving goals and objectives.
• I allowed decisions to be made at the point-of-care.
• I developed a team of trusted employees that worked can be delegated to.
• I communicated trust in employees' judgment, reinforcing ownership and accountability.
• I fostered an environment in which the employee believed in their capabilities to meet expectations, took the initiative, and delivered high-quality results.
• I encouraged and empower team members to use initiative in achieving goals and objectives.
• I encouraged and empower others to use initiative in achieving goals and objectives.
• I empowered employees through thoughtful support, ensuring delegated work was purposeful and goal-oriented.
• I allowed employees the space to manage their own workload effectively.
• I used delegation to empower employees to take initiative and make decisions.
• I allowed employees to decide how they wish to complete the tasks.

• I told subordinates what to do, not how to do it.
• I allowed subordinates to use their own methods and procedures.
• I did not micromanage employees.
• I granted independence to employees allowed them to execute tasks in their own way without micromanagement.
• I gave the employees the freedom to approach tasks with their own skills and judgment, fostering creativity and problem-solving.
• I avoided micromanaging the employee. I trusted them to complete the tasks effectively.
• I provided clear expectations but allowed for flexibility.
• I delegated responsibility to employees and allowed them to handle tasks independently.

• I provided oversight while ensuring employees had enough independence to perform effectively.
• I used delegation as a developmental tool, gradually increasing autonomy as competence grows.
• I demonstrated confidence in employees' capabilities by granting appropriate decision-making authority.
• I effectively balanced delegation and supervision of employees.
• I effectively balanced delegation and supervision in the department.
• I supported the employee's autonomy without excessive supervision.
• I adjusted level of supervision based on task complexity, employee experience, and risk tolerance.
• I confidently assigned tasks to subordinates without excessive oversight or micromanagement.
• I did not intervene in delegated tasks unless performance, risk, or alignment issues arose.

• I provided opportunities for employees to grow professionally through delegated tasks.
• I delegated tasks that allowed room for growth of the employee's skills set.
• I optimized delegation by assigning employees tasks that maximize efficiency, promoted professional development, and enhanced employee engagement.
• I balanced employee skill level with opportunities for professional development in tasks assignments.
• I delegated tasks that challenged employees to expand their skill sets and take on new responsibilities.
• I assigned challenging responsibilities to boost employee professional development while maintaining engagement.
• Assigned tasks to create learning opportunities for the employees.
• Assigned tasks to help build the skill sets of subordinates.
• I used delegation as a powerful opportunity to train employees.
• I anticipated and assigned responsibilities that fostered skill-building and advancement.
• I provided opportunities for employees to lead initiatives or mentor others as part of their growth.
• I encouraged employees to take on greater responsibilities.
• I assigned projects that exposed employees to cross-functional collaboration or unfamiliar domains.

• I tailored assignments to encourage growth and long-term success within the company.
• I delegated tasks that allowed employees to demonstrate leadership potential in safe, supported contexts.
• I connected delegated tasks to long-term career paths and organizational opportunities.
• I strategically selected assignments that supported an employee's growth within the organization.
• I selected assignments that increased visibility with senior leaders or key stakeholders.
• I offered work that aligned with career aspirations.
• I considered growth opportunities and possibilities for the employees.
• I offered assignments that built readiness for future roles or promotions.
• I used delegation to help employees explore lateral moves or pivot points in their career journey.
• I proactively identified tasks that aligned with an employee's development and career progression.
• I aligned delegated tasks with employees' personal and professional aspirations for meaningful career development.

• I held employees accountable for assigned tasks.
• I delegated authority and responsibility to subordinates and held them accountable for their actions.
• I delegated tasks, responsibilities, and accountability as appropriate to the level of employee.
• I entrusted subordinates with important tasks.
• I ensured delegated tasks are completed on time.
• I delegated tasks, responsibilities, and accountability as appropriate.
• I trusted employees to take on more responsibilities.

• I promoted the understanding that delegation was done fairly, based on skills, interests, and professional growth--not favoritism or bias.
• I distributed the workload evenly to the team members.
• I avoided an arbitrary delegation of duties, which could lead to inefficiencies or frustration.
• I reviewed workload distribution to avoid duplication or gaps in accountability.
• I ensured work distribution was based on merit, not personal preferences.
• I assigned responsibilities based on skills, interests, and growth opportunities-not favoritism or bias.
• I rotated assignments so opportunities were spread across the team-avoiding favoritism or bias.
• I avoided always giving complex or high-visibility tasks to the same employees.

• I ensured the employee had the necessary resources and training to succeed in the delegated tasks.
• I supplied necessary tools and guidance so delegated work drove meaningful contributions to team goals.
• I offered tools, training, and any additional guidance as needed.
• I encouraged initiative and problem-solving while remaining available for guidance.
• I offered support without micromanaging the employee.
• I equipped employees with the support and resources needed to execute delegated tasks that advanced team priorities.
• I offered constructive feedback and recognized achievements.
• I facilitated access to support and resources that enabled delegated tasks to deliver strategic value.
• I created a safe environment where employees felt comfortable seeking help without fear of judgment.
• I provided timely feedback and support without undermining employee confidence.
• I am aware of the resources needed to complete tasks.

• I set clear and reasonable expectations for others and follow through on their progress.
• Assigned goals and objectives as needed.
• I set deadlines and defined success criteria for delegated tasks.
• I outlined what "job done well" looks like, included quality standards and performance indicators.
• Assigned tasks to subordinates for completion.
• I specified expected outcomes, timelines, and success criteria for each delegated task.
• I scheduled regular touchpoints to track progress without over-monitoring.
• I set expectations for communication and progressed updates while respecting employees' worked styles.
• I provided written documentation or visual aids to reinforce expectations and reduced misinterpretation.
• I set high expectations on employees to learn how to perform tasks that may have been delegated to them.

• I established checkpoints and escalation paths to ensure accountability without micromanagement.
• I established milestone reviews to assess progress and recalibrate expectations if needed.
• I gathered feedback from the employee-how they felt about the task?
• I recognized and affirmed progress made through delegated responsibilities.
• I was flexible and adjusted delegation strategies based on results and employee response.
• I reviewed the overall success of the delegated task.
• I monitored progress through structured check-ins without disrupting workflow or autonomy.
• I adjusted future delegation strategies based on what worked well (or didn't).