subject: 8 Ways To Handle Employee Objections When Delegating Tasks [print this page] 8 Ways To Handle Employee Objections When Delegating Tasks
If you have delegated some of your tasks to employees, you know that everyone is not necessarily thrilled about taking on added work. Some objections might be mild and some might be hostile. In either case, you want to respond to objections (or questions) in a way that minimizes resistance, defuses anxiety, and encourages cooperation.
You can do that by anticipating employee objections and by having valid responses. This article contains eight typical objections employees have when receiving delegated assignments. And while a different response is offered for each objection, many responses can be used for more than one objection.
Objection 1: Why should I do your work? Do not get into an argument about "your work." Instead, explain the process you use for delegating tasks. Show that your approach is fair.
Objection 2: How long will I have to do this? Be clear about the length of time the employee will have to perform the delegated task.
If it is a permanent assignment, say so and explain the reason. For example, maybe the person should have been performing the task all along, but you were handling it until he or she was more experienced. Or, maybe staff shortages dictate that you delegate more.
Objection 3: How will doing this task help me? Highlight how doing the delegated task might benefit the person's career or might contribute to development of desired skills.
Employees want to know "What's in for me?" if I do a job that you (the manager) usually does. So be ready for this reaction and explain the benefits.
Objection 4: How am I supposed to do my own work and this task too? Suggest ways to combine the newly delegated task with current tasks so that it does not create an excessive workload.
This shows the person that you have considered his or her workload and that you want to help make the assignment transfer as smooth as possible.
Objection 5: Why don't you assign it to ____, she does not have as much work as I do (or, she is better at doing this type of work)? Do not become sidetracked by talking about another employee's workload or skills. Instead, explain "why" you have chosen to delegate the task to this person.
Objection 6: I can do this task, but I cannot do it by the deadline you want: Consider things like adjusting the deadline, or breaking the task into parts so that different parts can be due at different times.
Objection 7: I can take on this task, but I cannot do all of it: Consider breaking the task into smaller parts and assigning only one or two parts. Or, consider assigning some parts of the task to other employees.
Objection 8: I don't know how to do this task: Determine specifically what the employee feels he or she lacks in terms of knowledge or expertise. If you have decided to delegate the task to this person, you already know (or should know) that the employee can perform the task.
So be prepared to highlight the skills needed to perform the task; and be ready to show that the employee has those skills. One way of doing this is to provide specific examples of similar tasks that the person has successfully performed in the past.
Bottom line; communicate confidence in the employee's abilities. Also, emphasize the support you will give as a way to put him or her at ease.
Effective Preparation Equals Effective Delegation
When delegating, it is inevitable that you will encounter objections. The key is to not become involved in a tense discussion. You are the manager and you have decided to delegate the task. That said, you still need to explain "why" someone else should do a task that you previously did. You can do that more effectively if you anticipate the types of objections you might receive and prepare a valid response. Start with the eight ideas in this article.
