What do you do if your late career team members struggle with task delegation and empowerment?

1 Understand their perspective

The first step is to empathize with your late career team members and understand their perspective. They may have been working in the same field or organization for a long time, and have developed a sense of identity and pride in their work. They may also have valuable insights and knowledge that they want to share with you and others. However, they may also face some challenges, such as adapting to changing technologies, coping with ageism or discrimination, or planning for retirement or transition. Therefore, they may feel insecure, defensive, or reluctant to delegate or empower others.

2 Communicate your expectations

The second step is to communicate your expectations clearly and respectfully. Explain to your late career team members why you need them to delegate or empower others, and how it will benefit the team and the organization. For example, you can say that you want them to delegate or empower others to increase efficiency, productivity, or innovation, or to develop the next generation of leaders. You can also acknowledge their contributions and expertise, and assure them that you value their input and feedback.

3 Provide support and feedback

The third step is to provide support and feedback to your late career team members as they delegate or empower others. Support them by providing them with the necessary resources, tools, or training to delegate or empower effectively. For example, you can offer them coaching, mentoring, or workshops on how to delegate or empower others, or how to use new technologies or systems. Feedback them by giving them constructive and positive feedback on their performance and progress. For example, you can praise them for their efforts and achievements, or suggest areas for improvement or learning.

4 Recognize and reward

The fourth step is to recognize and reward your late career team members for delegating or empowering others. Recognize them by expressing your appreciation and gratitude for their work and impact. For example, you can thank them personally, publicly, or in writing, or highlight their successes and best practices. Reward them by offering them incentives or opportunities that match their goals and interests. For example, you can give them bonuses, promotions, or flexible work arrangements, or involve them in strategic projects or initiatives.

5 Encourage and inspire

The fifth step is to encourage and inspire your late career team members to delegate or empower others. Encourage them by creating a supportive and positive team culture, where everyone is respected, trusted, and empowered. For example, you can model the behaviors and attitudes that you want to see in your team, or facilitate open and honest communication and collaboration among team members. Inspire them by sharing your vision and purpose, and showing them how their work makes a difference. For example, you can align their work with the organization's mission and values, or connect them with the customers or stakeholders that they serve.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?