a culture of Delegating

Owning or managing a home care business is hard work. Occasionally, there are times when several big projects are coming up in your business and you feel as though you are the only one who is able to take it on. Having so many large (or small) projects stack up on your plate can be overwhelming and exhausting. When this happens, some projects are not completed with the skill and time you wish you could have dedicated to it. Managers who take on too much can bottleneck their own businesses and slow down the work which is needing to be done. By learning how to effectively delegate, you can lighten your load and help your company be more effective with the tasks at hand.

A common mistake when delegating is to throw all your responsibilities onto other people, especially the ones managers aren’t so keen on doing. When done appropriately, delegating can help speed up office operations.

Defining Your Why Guidesheet


Connect your team to your “WHY” and retain your best caregivers and office staff.

Learning Experience

One method of selecting an employee for a task is to think about if it could be a learning experience for them. This could help them grow and gain new skills, benefitting them in their day-to-day duties? As you treat delegation as an opportunity to share skills and knowledge, your employees will come to desire your new assignments and not dread them.

Clear and Defined Instructions

A reason some managers don’t delegate could also be the fact of time. Sometimes managers feel they can save time doing the project themselves than to give it to one of their employees. Yes, you may be the person who could do this task very fast and efficient, but when you are drowning in priorities to do, an employee of yours may also be the best option. And just because an employee is doing the task, does not mean they can’t do it well. A good rule to follow is to not measure the success of the employee based on how you think you could complete the project. Help the employee (and cause less stress to yourself) by writing out clear and exact instructions to help them along the way. When a clear, expected result has been defined, the work the employee does for you may be the same caliber of work you would have put into the project yourself.

Defining Your Why Guidesheet


“Why Caregivers Stay: Retaining Caregivers Beyond 90 Days”

Schedule Progress Meetings

Even though this project is being run by the employee, doesn’t mean you can’t check up on them to see how they are doing. Give your employee some space instead of hovering over them until complete the assigned task. Occasionally checking up on them is perfect. Schedule time to make sure you are available to answer any type of questions they may have. This is a time for your employee to learn a new skill and to problem solve a solution; be there to guide them.

Creating a team who can stand on their own, without your constant guidance will relieve stress from your work life. All you need to do is know the balance between which tasks you prioritize for yourself, and which ones to delegate.


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