Specify the employee’s range of discretion. Every act of delegation comes with constraints. You are delegating authority to act, but not unlimited authority. What you are delegating is authority to act on certain issues and, on those issues, within certain parameters. You need to specify what those parameters are so employees know, in no uncertain terms, the range of their discretion. Allow the employee to participate. One of the best sources for determining how much authority will be necessary to accomplish a task is the employee who will be held accountable for that task. If you allow employees to participate in determining what is delegated, how much authority is needed to get the job done, and the standards by which they will be judged, you increase employee motivation, satisfaction, and accountability for performance.