What should we delegate first?
Start with work that is recurring, teachable and important enough to need a reliable owner — but not dependent on decisions only you can make.
Clear, useful notes on deciding what to hand over, documenting a process and managing remote support without adding unnecessary overhead.
Useful before you hire — and after the role starts.
If these are clear, matching the person becomes easier. If they are not, adding capacity can simply make the process more confusing.
Start with work that is recurring, teachable and important enough to need a reliable owner — but not dependent on decisions only you can make.
Write the trigger, the steps, the expected result and the exceptions. A useful process explains where judgement starts.
Choose a small set of useful measures: turnaround, backlog, accuracy, response time, completion rate or simply hours returned to the team.
Use these as a checklist when you are designing the role or reviewing an engagement that is not working as well as it should.
Define the first workload, realistic hours, handover points and what a good first month should achieve.
Keep priorities visible, use short check-ins and report on work rather than online presence.
Give the minimum access required, use named accounts and keep ownership of passwords and permissions.
Set a fixed cadence for bookkeeping, reconciliation, approvals and month-end preparation.
Separate repeatable questions from cases that need judgement before deciding what to automate.
Add roles around clear ownership boundaries so growth does not turn one assistant into a catch-all job.
Send us the tasks you are considering delegating. We can help you separate what is ready to hand over from what still needs a clearer process.