Delegating tasks is a crucial skill for anyone in a leadership role. Being able to delegate effectively shows strong leadership and helps you focus on the bigger picture tasks that really matter.
When interviewing for a role where you’ll manage others, it’s common to be asked about your delegation skills. Here’s how you can nail this question and show you’re the right person for the job:
Why do interviewers ask about how you delegate?
No single person can handle all tasks alone, especially in a management role. Effective delegation—assigning tasks to others—is essential for a productive team. Interviewers ask about your delegation skills to see if you empower team members to work independently and effectively. This is a key trait of a good leader.
Understanding your approach to delegation also helps interviewers gauge if you’ll fit well with the company’s culture and operational style.
What hiring managers are looking for when they ask about delegating
In any leadership role, you’ll be pivotal in reaching business goals. Interviewers want to ensure that you can delegate tasks confidently and manage the team effectively. They’re looking for signs that your team operates efficiently under your leadership, with tasks distributed fairly and no one feeling overwhelmed.
How to answer “How do you delegate?”
Explain your views on delegation
Start by expressing that you see delegation as a vital part of management. Explain why it’s important and how it helps you succeed as a leader. Emphasize that it allows you to focus on strategic tasks and support your team’s development.
Give examples of delegation
Discuss specific tasks you delegate and to whom. Explain how delegating these tasks fits into your overall workflow, like how it frees up your time for higher-level planning or coaching your team.
Share your decision-making process
Give insights into how you decide which tasks to delegate. Discuss how you assess your team members’ strengths and how you match tasks to their skills and career goals. Explain your method for following up and ensuring tasks are completed successfully.
How not to answer
Don’t suggest delegation is a struggle
Avoid implying that you find it hard to delegate. This can make you seem like a micromanager or someone who can’t handle the leadership demands, which could also hint at potential for burnout. Be sure to speak confidently and enthusiastically about delegating rather than suggesting it’s challenging for you.
Sample answers to “How do you delegate?”
Example #1
“As a team leader, delegation is fundamental to our success. I delegate tasks like market research and client onboarding because these activities allow team members to develop expertise. This not only boosts their confidence but also enhances our team’s capabilities. For instance, by delegating the client onboarding process, I’ve been able to focus more on strategic partnerships, which increased our client retention rates by 15% last year.”
Example #2
“I view delegation as a key part of team development. For example, I often delegate project components like design and initial outreach to team members whose skills align with these tasks. This approach not only helps them grow professionally but also brings more creativity and efficiency to our projects. To ensure everything stays on track, I set up regular check-ins and adjust assignments as needed based on performance and feedback. This has helped us meet our project deadlines more consistently and improved team satisfaction.”
These examples show that you understand the importance of delegation not just for workflow efficiency but for employee development and team morale. Use these points to demonstrate that you are a thoughtful and effective leader.
You can further strengthen your answer by giving specific examples of the results you’ve achieved by delegating. Stats, financial metrics, and other numbers that demonstrate positive results for the company are always a plus.