Monitoring Progress of Delegated Tasks

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  • 0:03 Checking In
  • 1:01 Strategies
  • 4:12 Lesson Summary
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Lesson Transcript
Instructor: Beth Hendricks

Beth holds a master's degree in integrated marketing communications, and has worked in journalism and marketing throughout her career.

If you delegate a task and lose track of its progress, you're missing a critical step in the delegation process. In this lesson, you'll learn strategies for monitoring the progress of tasks delegated to employees.

Checking In

Have you ever heard someone say, ''Trust, but verify?'' That short, simple phrase essentially sums up the manager's relationship to the act of workplace delegation, which is when managers make employees responsible for specific tasks. Sure, you've given a task to an employee because you trust them to handle it. But, if you want to ensure milestones are being met and you're marching steadily toward a successful outcome, verifying where team members are at with projects is a critical step.

The act of delegating is, by nature, designed to get tasks off of your plate that could be better handled by other members of your team. However, your responsibility to these tasks doesn't end once they've been delegated. You are the manager, after all, so you must ''manage.''

Monitoring the progress of delegated tasks ensures that delivery is on-time and to the standard you expect. But, how do you monitor employees without crossing the line into micro-managing? In this lesson, we're going to take a look at some strategies for effective task monitoring.


You want to keep an eye on the tasks you delegate without smothering the employee you've given it to. The problem is, you're not sure how. Consider using one of the strategies below to help you manage delegated tasks without becoming an overbearing boss:

1. Develop a Check-In System

Checking in regularly with employees isn't micro-managing their work; it's simply providing you an opportunity to hear the latest update on where the task stands. Establish a regular check-in system, whether in-person or via email, on every Monday, for example. Doing this will help you to always be in the loop about where the project stands and gives the employee regular opportunities to ask questions.

An example of this strategy would be an employee sending a progress report on her assigned task to her boss every Friday afternoon before she leaves for the weekend.

2. Meet Up

Depending on the structure of your work environment, periodic meetings - whether formal or informal - may be the best way to track down employees and keep an eye on their project. These could be weekly team meetings, individual meetings, or even a quick pop into someone's office or a chat in the breakroom to keep up-to-date.

For example, during the planning for the annual retreat, a manager establishes a weekly progress meeting for all members of the team to update her on where their tasks stand.

3. Be Available

If you commit to keeping an open-door policy, literally any moment could provide an opportunity to get an update on a team member's delegated task. If you want to be available at any moment, let that be known and be ready to lend an ear or offer support. If you prefer a more hands-off approach, sticking to scheduled check-ins or progress reports might be a better fit.

For example, Trish lets her employees know she's available to discuss their tasks at any time, and today, Rob and John have both given her an update as they've come to her to ask questions.

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