Here's how you can conquer team members' resistance to delegation as a project manager.

In my experience if you take the time to acknowledge (internally and publicly where appropriate) the team member's effort and its value to the project it encourages them to do more and boosts their professional capital. Soon enough they will realize that by performing, they are not just contributing to the project but to their own professional growth as well. A team member who is appreciated is unstoppable.

 It should come as no surprise that any good project manager should also have solid communication skills, but being a great project manager goes beyond just being quick to hit the reply button on an email. Try to set recurring meetings with stakeholders that you work closely with to ensure that they are in the know as projects progress. While I firmly believe overcommunicating is key, there is also a delicate balance to strike between keeping them informed and flooding their inbox. Do your best to have your facts straight, do the digging you need to do on your side to prevent asking small questions, and always think one step ahead so you’re prepared for any queries they may have.

✅ Communicate Confidence: Express confidence in your team's abilities. This reassurance encourages them to take on additional responsibilities. ✅ Provide Resources: Ensure team members have the necessary resources to succeed. This support builds trust and demonstrates your commitment to their success. ✅ Acknowledge Expertise: Recognize and acknowledge your team's expertise. This recognition boosts their confidence and motivation. ✅ Involve in Decision-Making: Include team members in decision-making processes related to their tasks. This involvement fosters a sense of ownership and trust.

Building trust goes hand in hand with making sure you have done your home work in terms of the strengths and weaknesses of this person..you can't delegate work for the sake of delegating, people will even accept the delegation but may let you down because they don't have the capacity to deliver this or at the very least deliver it on time. One of the first things I do whenever I am in charge of a new team is to have everyone write down what they are really good at, that way, continue to do my reflections, and confirm if its true. That way, I can tell what piece of work should go to so and so. If you don't have this right right, you will end up doing double work, losing time and behind schedules with deliverables /outputs and results

You have to build trust, you have to mempower autonimy, provide suport when it¨s necessary and be open dialogue, communicate very weel with all the stakholders. Do you have some douts!?

To overcome team members' resistance to delegation, ensure clarity in roles and expectations. When team members clearly understand their responsibilities, timelines, and the significance of their contributions, they are more likely to embrace delegated tasks. Clear direction and purpose reduce uncertainty and foster acceptance of new assignments.

Clarification of roles, and assigning clear responsibilities help in a big way to ensure everyone takes on the respective work, assigned to them. This methodology also ensures that each individual’s extra efforts are recognised, and given credit for, which may be one of the motivating factors for certain individuals.

Organizations are complex hierarchical structures, overlaid with cross-functional committees and teams. Knowing who actually holds the power can be difficult.  It may not be your boss or the leader of any of your project teams either. Moreover, complex projects can have dozens of stakeholders – all with different levels of power and roles. 

Clarifying roles and responsibilities can alleviate resistance to delegation. Ensure that each team member understands their specific tasks, the scope of their responsibilities, and the expectations for their performance. Use role descriptions and a RACI matrix (Responsible, Accountable, Consulted, Informed) to clearly define who is responsible for what. This clarity helps team members see the value and importance of their contributions, making them more likely to accept delegated tasks willingly and with confidence.

You might think that getting commitment from all these stakeholders is outside the job description for project managers. Perhaps you think that it is the job of your boss or the product manager. Successfully completing your project, however, is clearly within your job description. And very often, having the support of these stakeholders is essential to the successful completion of your project. In addition, the process of acquiring support and the habits associated with a communication plan will help you to learn when you need a course correction.  In listening to others, you will have ample opportunity to discern when your project or ideas are not aligned with the organization’s goals. 

Conquering resistance to delegation is all about providing ample support and guidance 🛠️. New team members, especially, can fear that accepting delegated tasks means being left to fend for themselves. To tackle this, establish a support system that offers clear instructions, resources, and availability for questions. This reassures team members that delegation isn't abandonment but an opportunity for growth under a safety net of support 🧗♀️.

Providing adequate support is crucial when delegating tasks. Ensure that team members have the resources, training, and guidance they need to succeed. Be available to answer questions, offer advice, and provide feedback. Create a supportive environment where team members feel comfortable seeking help without fear of criticism. By offering continuous support, you reduce anxiety and resistance, helping team members feel more capable and confident in handling delegated tasks.

Autonomy in the workplace means to give your employees the freedom to decide how, when, and where they work. It shows that you trust them to get the work done on their terms but in pursuit of a common organisational goal.

Empowering team members with autonomy can significantly reduce resistance to delegation. Allow them to take ownership of their tasks and make decisions within their area of responsibility. Avoid micromanaging and trust them to find the best way to complete their work. Autonomy fosters a sense of ownership and accountability, motivating team members to perform at their best. By empowering your team, you demonstrate your confidence in their abilities, which can lead to increased engagement and willingness to take on delegated tasks.

Employee recognition is the open acknowledgment and praise of employee behavior or achievement. It’s used by organizations to express appreciation, motivate employees, and reinforce desired behavior. If you regularly give out authentic, deserved recognition to employees, you’ll be that much closer to unlocking their full potential.

✅ Clear Communication Channels: Establish clear and open channels of communication. This ensures that team members understand project goals and their roles. ✅ Regular Updates and Meetings: Schedule regular meetings, updates, and feedback sessions. These sessions help dispel doubts and keep everyone informed. ✅ Foster Collaboration: Create a collaborative environment where team members feel heard and valued. This approach increases receptiveness to delegation. ✅ Ensure Understanding and Contribution: Ensure team members understand the importance of their contributions. When they feel valued, they are more likely to collaborate effectively.

For effective communication Give clear Instructions: Provide clear, concise instructions and expectations. & Give two-way feedback: Offer constructive feedback and be open to receiving it.

Effective communication is key to reducing resistance to delegation. Clearly explain the reasons for delegation, how the tasks fit into the overall project goals, and the benefits to both the team and the individual. Listen to team members' concerns and address them openly and empathetically. Provide regular updates on project progress and how their contributions are making an impact. By maintaining open lines of communication, you build trust, transparency, and a collaborative atmosphere that encourages acceptance of delegated tasks.

In a multicultural organization, give stress to diversity and inclusion while delegation. I had seen balance score cards were delegated to a group from one country and finally those meetings were attended only by one nationality.

Conquering team members' resistance to delegation in engineering project management, particularly in areas like offshore wind farms, power systems studies, power cables, and solar farms, involves clear communication of project goals, empowering team members with trust and ownership, and offering continuous support and feedback. Demonstrating the benefits of delegation through successful case studies and ensuring alignment of tasks with individual skills and career growth also fosters acceptance. Creating a collaborative environment where team contributions are valued and recognized can mitigate resistance and enhance project efficiency.

Be flexible. Keeping an eye on deadlines and outputs is crucial and productivity of the team can be enhanced if they realize that the surrounding environment is not rigid. Trust and communication are valued more when there is room for alternative thinking and when team members are supported when they have new ideas. Rigidity can break the team spirit and bring tension during implementation.