The following tips will help you determine how and whom to delegate successfully to:
1. Decide what you will be delegating. The first step of successful delegation is determining what tasks you will delegate.
2. Explain the scope of the task and the results you want. In order for the person in which you've delegated the assignment to complete it successfully, make sure you clearly communicate what exactly you want the task to accomplish. As a general rule, the employee will most likely use his or her own methods to finish the task, but if you have a specific method you'd like them to use, make sure they know that.
3. Define limitations. Make sure the employee knows the limits of the task he is delegating; you don't want other employees offended if the one you delegated the task to begins overstepping his or her boundaries. Once you have clarified the employee's authority over the task at hand, you can then make sure you they understand it by asking if they have any questions. That way, you can clear up any misunderstandings before they begin.
4. Designate a time limit. Unless the deadline is indefinite, avoid saying, "When you get the chance, could you." All deadlines should be clearly communicated to the employee.
5. Monitor progress. It's a good idea to monitor your employee's progress as well, even if it's just checking up through emails or, if the project is larger, scheduling a meeting or two for any questions and for progress updates.

Who to delegate to
Deciding whom you will delegate responsibilities to is a big decision. Even though the employee will be doing the work, ultimately you are responsible for the outcome of the work. That's why it's so important to pick the right person to delegate assignments to. Consider the following:
 Talent. Consider your employee's different talents when delegating tasks. For example, if you need someone to lead a team, consider asking someone in the department who is well-liked or known for being easy to get along with.
 Reliability. Chances are, you won't want to entrust projects and your own reputation to someone who is always late to work, absent often, or who has a history of turning in assignments late. Delegate assignments to employees who you know will take them seriously.
 Advancement potential. One factor for determining who to delegate to is those who have the potential for advancement. If you are considering promoting members of your team, delegating certain tasks of increasing difficulty is a good way of determining whether or not they will be a good candidate for advancement.

Managing comes with a variety of responsibilities, many of which you can delegate to responsible, reliable employees. Delegating is necessary, not only to help you with your own workload, but it can help your employees hone their own professional skills as well.