working on an assignment

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How to Start an Assignment

Last Updated: January 29, 2024 Fact Checked

This article was co-authored by Michelle Golden, PhD . Michelle Golden is an English teacher in Athens, Georgia. She received her MA in Language Arts Teacher Education in 2008 and received her PhD in English from Georgia State University in 2015. There are 8 references cited in this article, which can be found at the bottom of the page. This article has been fact-checked, ensuring the accuracy of any cited facts and confirming the authority of its sources. This article has been viewed 105,205 times.

Getting started on an assignment or homework can often times be the hardest step. Putting off the assignment can make the problem worse, reducing the time you have to complete the task and increasing stress. By learning how to get started and overcome the urge to procrastinate, you can get your assignments done on schedule and with less stress, opening up more free time.

Restructuring Your Assignment

• For example, you might research areas of a report that you find most interesting before moving on to other areas.
• If your math assignment has different types of questions, try doing those that you enjoy the most before moving on to the others.
• You might also try tackling smaller or easier tasks first so you can cross a few items off your list. Seeing that you've already made progress may help you feel motivated to continue.

• Promise yourself that you will meet your goal of working for five minutes on the assignment.
• Once you get started, you may find that you don't want to stop working. Otherwise, you can take a break and come back to the assignment, knowing you're at least five minutes closer to finishing than you were before.

• Try to set reasonable periods of time that you know you can meet. For example, you might set aside two hours on a Friday to dedicate to your assignment. If you don't have that much time all at once, try to carve out a few 20- or 30-minute blocks.
• You may or may not wish to continue working after your time limit has gone by.
• Have a realistic understanding of how fast you can write and plan your schedule accordingly.

• It can help to read the assignment as soon as you get it and then ask any questions you might have.
• If you're not sure if you understand the assignment, try rewriting it in your own words or explaining it to someone else. If you find you can't or have a lot of questions, you may need more information.
• You should have an overview of the assignment, understand the main task, and understand the technical and stylistic requirements.
• Look for important words in the instructions to understand the assignment. These words might include define, explain, compare, relate, or prove.
• Keep your audience in mind and write a paper that would best deliver information to them.

• Goals that are too big or not well defined can be difficult to start working towards.
• Smaller and well defined goals can seem easier to achieve than larger ones.
• For example, you could break a research paper down into several smaller tasks: 1) do preliminary research, 2) write an outline, 3) draft an introduction, 4) draft body paragraphs, 5) write conclusion, 6) revise. Each of these is much more do-able on its own.

Changing Your Focus

• You might want to go for a quick walk after working for a set amount of time.
• Try reading a website or book that you enjoy for a few minutes after working.
• Alternatively, try a quick burst of exercise before setting to work. Exercise releases feel-good chemicals called endorphins and can also help boost your memory. [8] X Research source

• Instead of dreading your work, focus on how good it will feel to make progress. You won't have it hanging over your head. You can actually enjoy the weekend instead of feeling guilty.
• Keeping your eye on long-term rewards can help you stay motivated to finish your assignment.

• Avoid moving your workspace constantly.
• Don't get lost on tangential research.
• Don't take constant breaks to get a snack.

• For every hour you waste procrastinating, you can limit how much television you watch that night.
• If you waste too much time procrastinating, you might deny yourself a favorite snack later on.

Community Q&A

You Might Also Like

• ↑ https://www.psychologytoday.com/blog/solving-unsolvable-problems/201408/4-steps-stop-procrastinating
• ↑ https://www.psychologytoday.com/blog/friendship-20/201405/the-surefire-first-step-stop-procrastinating
• ↑ http://writingcenter.unc.edu/handouts/procrastination/
• ↑ https://kidshealth.org/en/teens/homework.html
• ↑ http://writingcenter.unc.edu/handouts/understanding-assignments/
• ↑ https://open.alberta.ca/dataset/ab22ff64-3358-4387-9761-8c58878a6b84/resource/3ee38320-17e4-46f9-b24f-c95f9f345eb9/download/ipp7.pdf
• ↑ http://well.blogs.nytimes.com/2013/08/07/how-exercise-can-help-us-learn/
• ↑ https://kidshealth.org/en/teens/happy-life.html

About This Article

To start an assignment, try working on the most enjoyable or easiest parts of the assignment first to get the ball rolling. Even if no part of the assignment seems enjoyable or easy, set a timer and try to make yourself work for at least 5 minutes, which is usually enough time to build momentum and overcome procrastination. You can also try breaking your assignment up into smaller, more manageable tasks and scheduling yourself regular breaks so it doesn't seem as overwhelming. To learn how to stay positive and avoid procrastination while working on your homework, scroll down! Did this summary help you? Yes No

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Sat / act prep online guides and tips, how to do homework: 15 expert tips and tricks.

Coursework/GPA

Everyone struggles with homework sometimes, but if getting your homework done has become a chronic issue for you, then you may need a little extra help. That’s why we’ve written this article all about how to do homework. Once you’re finished reading it, you’ll know how to do homework (and have tons of new ways to motivate yourself to do homework)!

We’ve broken this article down into a few major sections. You’ll find:

• A diagnostic test to help you figure out why you’re struggling with homework
• A discussion of the four major homework problems students face, along with expert tips for addressing them
• A bonus section with tips for how to do homework fast

By the end of this article, you’ll be prepared to tackle whatever homework assignments your teachers throw at you .

So let’s get started!

How to Do Homework: Figure Out Your Struggles 

Sometimes it feels like everything is standing between you and getting your homework done. But the truth is, most people only have one or two major roadblocks that are keeping them from getting their homework done well and on time. 

The best way to figure out how to get motivated to do homework starts with pinpointing the issues that are affecting your ability to get your assignments done. That’s why we’ve developed a short quiz to help you identify the areas where you’re struggling. 

Take the quiz below and record your answers on your phone or on a scrap piece of paper. Keep in mind there are no wrong answers! 

1. You’ve just been assigned an essay in your English class that’s due at the end of the week. What’s the first thing you do?

A. Keep it in mind, even though you won’t start it until the day before it’s due  B. Open up your planner. You’ve got to figure out when you’ll write your paper since you have band practice, a speech tournament, and your little sister’s dance recital this week, too.  C. Groan out loud. Another essay? You could barely get yourself to write the last one!  D. Start thinking about your essay topic, which makes you think about your art project that’s due the same day, which reminds you that your favorite artist might have just posted to Instagram...so you better check your feed right now. 

2. Your mom asked you to pick up your room before she gets home from work. You’ve just gotten home from school. You decide you’ll tackle your chores: 

A. Five minutes before your mom walks through the front door. As long as it gets done, who cares when you start?  B. As soon as you get home from your shift at the local grocery store.  C. After you give yourself a 15-minute pep talk about how you need to get to work.  D. You won’t get it done. Between texts from your friends, trying to watch your favorite Netflix show, and playing with your dog, you just lost track of time! 

3. You’ve signed up to wash dogs at the Humane Society to help earn money for your senior class trip. You: 

A. Show up ten minutes late. You put off leaving your house until the last minute, then got stuck in unexpected traffic on the way to the shelter.  B. Have to call and cancel at the last minute. You forgot you’d already agreed to babysit your cousin and bake cupcakes for tomorrow’s bake sale.  C. Actually arrive fifteen minutes early with extra brushes and bandanas you picked up at the store. You’re passionate about animals, so you’re excited to help out! D. Show up on time, but only get three dogs washed. You couldn’t help it: you just kept getting distracted by how cute they were!

4. You have an hour of downtime, so you decide you’re going to watch an episode of The Great British Baking Show. You: 

A. Scroll through your social media feeds for twenty minutes before hitting play, which means you’re not able to finish the whole episode. Ugh! You really wanted to see who was sent home!  B. Watch fifteen minutes until you remember you’re supposed to pick up your sister from band practice before heading to your part-time job. No GBBO for you!  C. You finish one episode, then decide to watch another even though you’ve got SAT studying to do. It’s just more fun to watch people make scones.  D. Start the episode, but only catch bits and pieces of it because you’re reading Twitter, cleaning out your backpack, and eating a snack at the same time.

5. Your teacher asks you to stay after class because you’ve missed turning in two homework assignments in a row. When she asks you what’s wrong, you say: 

A. You planned to do your assignments during lunch, but you ran out of time. You decided it would be better to turn in nothing at all than submit unfinished work.  B. You really wanted to get the assignments done, but between your extracurriculars, family commitments, and your part-time job, your homework fell through the cracks.  C. You have a hard time psyching yourself to tackle the assignments. You just can’t seem to find the motivation to work on them once you get home.  D. You tried to do them, but you had a hard time focusing. By the time you realized you hadn’t gotten anything done, it was already time to turn them in. 

Like we said earlier, there are no right or wrong answers to this quiz (though your results will be better if you answered as honestly as possible). Here’s how your answers break down: 

• If your answers were mostly As, then your biggest struggle with doing homework is procrastination. 
• If your answers were mostly Bs, then your biggest struggle with doing homework is time management. 
• If your answers were mostly Cs, then your biggest struggle with doing homework is motivation. 
• If your answers were mostly Ds, then your biggest struggle with doing homework is getting distracted. 

Now that you’ve identified why you’re having a hard time getting your homework done, we can help you figure out how to fix it! Scroll down to find your core problem area to learn more about how you can start to address it. 

And one more thing: you’re really struggling with homework, it’s a good idea to read through every section below. You may find some additional tips that will help make homework less intimidating. 

How to Do Homework When You’re a Procrastinator  

Merriam Webster defines “procrastinate” as “to put off intentionally and habitually.” In other words, procrastination is when you choose to do something at the last minute on a regular basis. If you’ve ever found yourself pulling an all-nighter, trying to finish an assignment between periods, or sprinting to turn in a paper minutes before a deadline, you’ve experienced the effects of procrastination. 

If you’re a chronic procrastinator, you’re in good company. In fact, one study found that 70% to 95% of undergraduate students procrastinate when it comes to doing their homework. Unfortunately, procrastination can negatively impact your grades. Researchers have found that procrastination can lower your grade on an assignment by as much as five points ...which might not sound serious until you realize that can mean the difference between a B- and a C+. 

Procrastination can also negatively affect your health by increasing your stress levels , which can lead to other health conditions like insomnia, a weakened immune system, and even heart conditions. Getting a handle on procrastination can not only improve your grades, it can make you feel better, too! 

The big thing to understand about procrastination is that it’s not the result of laziness. Laziness is defined as being “disinclined to activity or exertion.” In other words, being lazy is all about doing nothing. But a s this Psychology Today article explains , procrastinators don’t put things off because they don’t want to work. Instead, procrastinators tend to postpone tasks they don’t want to do in favor of tasks that they perceive as either more important or more fun. Put another way, procrastinators want to do things...as long as it’s not their homework! 

3 Tips f or Conquering Procrastination 

Because putting off doing homework is a common problem, there are lots of good tactics for addressing procrastination. Keep reading for our three expert tips that will get your homework habits back on track in no time. 

#1: Create a Reward System

Like we mentioned earlier, procrastination happens when you prioritize other activities over getting your homework done. Many times, this happens because homework...well, just isn’t enjoyable. But you can add some fun back into the process by rewarding yourself for getting your work done. 

Here’s what we mean: let’s say you decide that every time you get your homework done before the day it’s due, you’ll give yourself a point. For every five points you earn, you’ll treat yourself to your favorite dessert: a chocolate cupcake! Now you have an extra (delicious!) incentive to motivate you to leave procrastination in the dust. 

If you’re not into cupcakes, don’t worry. Your reward can be anything that motivates you . Maybe it’s hanging out with your best friend or an extra ten minutes of video game time. As long as you’re choosing something that makes homework worth doing, you’ll be successful. 

#2: Have a Homework Accountability Partner 

If you’re having trouble getting yourself to start your homework ahead of time, it may be a good idea to call in reinforcements . Find a friend or classmate you can trust and explain to them that you’re trying to change your homework habits. Ask them if they’d be willing to text you to make sure you’re doing your homework and check in with you once a week to see if you’re meeting your anti-procrastination goals. 

Sharing your goals can make them feel more real, and an accountability partner can help hold you responsible for your decisions. For example, let’s say you’re tempted to put off your science lab write-up until the morning before it’s due. But you know that your accountability partner is going to text you about it tomorrow...and you don’t want to fess up that you haven’t started your assignment. A homework accountability partner can give you the extra support and incentive you need to keep your homework habits on track. 

#3: Create Your Own Due Dates 

If you’re a life-long procrastinator, you might find that changing the habit is harder than you expected. In that case, you might try using procrastination to your advantage! If you just can’t seem to stop doing your work at the last minute, try setting your own due dates for assignments that range from a day to a week before the assignment is actually due. 

Here’s what we mean. Let’s say you have a math worksheet that’s been assigned on Tuesday and is due on Friday. In your planner, you can write down the due date as Thursday instead. You may still put off your homework assignment until the last minute...but in this case, the “last minute” is a day before the assignment’s real due date . This little hack can trick your procrastination-addicted brain into planning ahead! 

If you feel like Kevin Hart in this meme, then our tips for doing homework when you're busy are for you. 

How to Do Homework When You’re too Busy

If you’re aiming to go to a top-tier college , you’re going to have a full plate. Because college admissions is getting more competitive, it’s important that you’re maintaining your grades , studying hard for your standardized tests , and participating in extracurriculars so your application stands out. A packed schedule can get even more hectic once you add family obligations or a part-time job to the mix. 

If you feel like you’re being pulled in a million directions at once, you’re not alone. Recent research has found that stress—and more severe stress-related conditions like anxiety and depression— are a major problem for high school students . In fact, one study from the American Psychological Association found that during the school year, students’ stress levels are higher than those of the adults around them. 

For students, homework is a major contributor to their overall stress levels . Many high schoolers have multiple hours of homework every night , and figuring out how to fit it into an already-packed schedule can seem impossible. 

3 Tips for Fitting Homework Into Your Busy Schedule

While it might feel like you have literally no time left in your schedule, there are still ways to make sure you’re able to get your homework done and meet your other commitments. Here are our expert homework tips for even the busiest of students. 

#1: Make a Prioritized To-Do List 

You probably already have a to-do list to keep yourself on track. The next step is to prioritize the items on your to-do list so you can see what items need your attention right away. 

Here’s how it works: at the beginning of each day, sit down and make a list of all the items you need to get done before you go to bed. This includes your homework, but it should also take into account any practices, chores, events, or job shifts you may have. Once you get everything listed out, it’s time to prioritize them using the labels A, B, and C. Here’s what those labels mean:

• A Tasks : tasks that have to get done—like showing up at work or turning in an assignment—get an A. 
• B Tasks : these are tasks that you would like to get done by the end of the day but aren’t as time sensitive. For example, studying for a test you have next week could be a B-level task. It’s still important, but it doesn’t have to be done right away.
• C Tasks: these are tasks that aren’t very important and/or have no real consequences if you don’t get them done immediately. For instance, if you’re hoping to clean out your closet but it’s not an assigned chore from your parents, you could label that to-do item with a C.

Prioritizing your to-do list helps you visualize which items need your immediate attention, and which items you can leave for later. A prioritized to-do list ensures that you’re spending your time efficiently and effectively, which helps you make room in your schedule for homework. So even though you might really want to start making decorations for Homecoming (a B task), you’ll know that finishing your reading log (an A task) is more important. 

#2: Use a Planner With Time Labels

Your planner is probably packed with notes, events, and assignments already. (And if you’re not using a planner, it’s time to start!) But planners can do more for you than just remind you when an assignment is due. If you’re using a planner with time labels, it can help you visualize how you need to spend your day.

A planner with time labels breaks your day down into chunks, and you assign tasks to each chunk of time. For example, you can make a note of your class schedule with assignments, block out time to study, and make sure you know when you need to be at practice. Once you know which tasks take priority, you can add them to any empty spaces in your day. 

Planning out how you spend your time not only helps you use it wisely, it can help you feel less overwhelmed, too . We’re big fans of planners that include a task list ( like this one ) or have room for notes ( like this one ). 

#3: Set Reminders on Your Phone 

If you need a little extra nudge to make sure you’re getting your homework done on time, it’s a good idea to set some reminders on your phone. You don’t need a fancy app, either. You can use your alarm app to have it go off at specific times throughout the day to remind you to do your homework. This works especially well if you have a set homework time scheduled. So if you’ve decided you’re doing homework at 6:00 pm, you can set an alarm to remind you to bust out your books and get to work. 

If you use your phone as your planner, you may have the option to add alerts, emails, or notifications to scheduled events . Many calendar apps, including the one that comes with your phone, have built-in reminders that you can customize to meet your needs. So if you block off time to do your homework from 4:30 to 6:00 pm, you can set a reminder that will pop up on your phone when it’s time to get started. 

This dog isn't judging your lack of motivation...but your teacher might. Keep reading for tips to help you motivate yourself to do your homework.

How to Do Homework When You’re Unmotivated 

At first glance, it may seem like procrastination and being unmotivated are the same thing. After all, both of these issues usually result in you putting off your homework until the very last minute. 

But there’s one key difference: many procrastinators are working, they’re just prioritizing work differently. They know they’re going to start their homework...they’re just going to do it later. 

Conversely, people who are unmotivated to do homework just can’t find the willpower to tackle their assignments. Procrastinators know they’ll at least attempt the homework at the last minute, whereas people who are unmotivated struggle with convincing themselves to do it at a ll. For procrastinators, the stress comes from the inevitable time crunch. For unmotivated people, the stress comes from trying to convince themselves to do something they don’t want to do in the first place. 

Here are some common reasons students are unmotivated in doing homework : 

• Assignments are too easy, too hard, or seemingly pointless 
• Students aren’t interested in (or passionate about) the subject matter
• Students are intimidated by the work and/or feels like they don’t understand the assignment 
• Homework isn’t fun, and students would rather spend their time on things that they enjoy 

To sum it up: people who lack motivation to do their homework are more likely to not do it at all, or to spend more time worrying about doing their homework than...well, actually doing it.

3 Tips for How to Get Motivated to Do Homework

The key to getting homework done when you’re unmotivated is to figure out what does motivate you, then apply those things to homework. It sounds tricky...but it’s pretty simple once you get the hang of it! Here are our three expert tips for motivating yourself to do your homework. 

#1: Use Incremental Incentives

When you’re not motivated, it’s important to give yourself small rewards to stay focused on finishing the task at hand. The trick is to keep the incentives small and to reward yourself often. For example, maybe you’re reading a good book in your free time. For every ten minutes you spend on your homework, you get to read five pages of your book. Like we mentioned earlier, make sure you’re choosing a reward that works for you! 

So why does this technique work? Using small rewards more often allows you to experience small wins for getting your work done. Every time you make it to one of your tiny reward points, you get to celebrate your success, which gives your brain a boost of dopamine . Dopamine helps you stay motivated and also creates a feeling of satisfaction when you complete your homework !  

#2: Form a Homework Group 

If you’re having trouble motivating yourself, it’s okay to turn to others for support. Creating a homework group can help with this. Bring together a group of your friends or classmates, and pick one time a week where you meet and work on homework together. You don’t have to be in the same class, or even taking the same subjects— the goal is to encourage one another to start (and finish!) your assignments. 

Another added benefit of a homework group is that you can help one another if you’re struggling to understand the material covered in your classes. This is especially helpful if your lack of motivation comes from being intimidated by your assignments. Asking your friends for help may feel less scary than talking to your teacher...and once you get a handle on the material, your homework may become less frightening, too. 

#3: Change Up Your Environment 

If you find that you’re totally unmotivated, it may help if you find a new place to do your homework. For example, if you’ve been struggling to get your homework done at home, try spending an extra hour in the library after school instead. The change of scenery can limit your distractions and give you the energy you need to get your work done. 

If you’re stuck doing homework at home, you can still use this tip. For instance, maybe you’ve always done your homework sitting on your bed. Try relocating somewhere else, like your kitchen table, for a few weeks. You may find that setting up a new “homework spot” in your house gives you a motivational lift and helps you get your work done. 

Social media can be a huge problem when it comes to doing homework. We have advice for helping you unplug and regain focus.

How to Do Homework When You’re Easily Distracted

We live in an always-on world, and there are tons of things clamoring for our attention. From friends and family to pop culture and social media, it seems like there’s always something (or someone!) distracting us from the things we need to do.

The 24/7 world we live in has affected our ability to focus on tasks for prolonged periods of time. Research has shown that over the past decade, an average person’s attention span has gone from 12 seconds to eight seconds . And when we do lose focus, i t takes people a long time to get back on task . One study found that it can take as long as 23 minutes to get back to work once we’ve been distracte d. No wonder it can take hours to get your homework done! 

3 Tips to Improve Your Focus

If you have a hard time focusing when you’re doing your homework, it’s a good idea to try and eliminate as many distractions as possible. Here are three expert tips for blocking out the noise so you can focus on getting your homework done. 

#1: Create a Distraction-Free Environment

Pick a place where you’ll do your homework every day, and make it as distraction-free as possible. Try to find a location where there won’t be tons of noise, and limit your access to screens while you’re doing your homework. Put together a focus-oriented playlist (or choose one on your favorite streaming service), and put your headphones on while you work. 

You may find that other people, like your friends and family, are your biggest distraction. If that’s the case, try setting up some homework boundaries. Let them know when you’ll be working on homework every day, and ask them if they’ll help you keep a quiet environment. They’ll be happy to lend a hand! 

#2: Limit Your Access to Technology 

We know, we know...this tip isn’t fun, but it does work. For homework that doesn’t require a computer, like handouts or worksheets, it’s best to put all your technology away . Turn off your television, put your phone and laptop in your backpack, and silence notifications on any wearable tech you may be sporting. If you listen to music while you work, that’s fine...but make sure you have a playlist set up so you’re not shuffling through songs once you get started on your homework. 

If your homework requires your laptop or tablet, it can be harder to limit your access to distractions. But it’s not impossible! T here are apps you can download that will block certain websites while you’re working so that you’re not tempted to scroll through Twitter or check your Facebook feed. Silence notifications and text messages on your computer, and don’t open your email account unless you absolutely have to. And if you don’t need access to the internet to complete your assignments, turn off your WiFi. Cutting out the online chatter is a great way to make sure you’re getting your homework done. 

#3: Set a Timer (the Pomodoro Technique)

Have you ever heard of the Pomodoro technique ? It’s a productivity hack that uses a timer to help you focus!

Here’s how it works: first, set a timer for 25 minutes. This is going to be your work time. During this 25 minutes, all you can do is work on whatever homework assignment you have in front of you. No email, no text messaging, no phone calls—just homework. When that timer goes off, you get to take a 5 minute break. Every time you go through one of these cycles, it’s called a “pomodoro.” For every four pomodoros you complete, you can take a longer break of 15 to 30 minutes.

The pomodoro technique works through a combination of boundary setting and rewards. First, it gives you a finite amount of time to focus, so you know that you only have to work really hard for 25 minutes. Once you’ve done that, you’re rewarded with a short break where you can do whatever you want. Additionally, tracking how many pomodoros you complete can help you see how long you’re really working on your homework. (Once you start using our focus tips, you may find it doesn’t take as long as you thought!)

Two Bonus Tips for How to Do Homework Fast

Even if you’re doing everything right, there will be times when you just need to get your homework done as fast as possible. (Why do teachers always have projects due in the same week? The world may never know.)

The problem with speeding through homework is that it’s easy to make mistakes. While turning in an assignment is always better than not submitting anything at all, you want to make sure that you’re not compromising quality for speed. Simply put, the goal is to get your homework done quickly and still make a good grade on the assignment! 

Here are our two bonus tips for getting a decent grade on your homework assignments , even when you’re in a time crunch. 

#1: Do the Easy Parts First 

This is especially true if you’re working on a handout with multiple questions. Before you start working on the assignment, read through all the questions and problems. As you do, make a mark beside the questions you think are “easy” to answer . 

Once you’ve finished going through the whole assignment, you can answer these questions first. Getting the easy questions out of the way as quickly as possible lets you spend more time on the trickier portions of your homework, which will maximize your assignment grade. 

(Quick note: this is also a good strategy to use on timed assignments and tests, like the SAT and the ACT !) 

#2: Pay Attention in Class 

Homework gets a lot easier when you’re actively learning the material. Teachers aren’t giving you homework because they’re mean or trying to ruin your weekend... it’s because they want you to really understand the course material. Homework is designed to reinforce what you’re already learning in class so you’ll be ready to tackle harder concepts later.

When you pay attention in class, ask questions, and take good notes, you’re absorbing the information you’ll need to succeed on your homework assignments. (You’re stuck in class anyway, so you might as well make the most of it!) Not only will paying attention in class make your homework less confusing, it will also help it go much faster, too.

What’s Next?

If you’re looking to improve your productivity beyond homework, a good place to begin is with time management. After all, we only have so much time in a day...so it’s important to get the most out of it! To get you started, check out this list of the 12 best time management techniques that you can start using today.

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Understanding Assignments

What this handout is about.

The first step in any successful college writing venture is reading the assignment. While this sounds like a simple task, it can be a tough one. This handout will help you unravel your assignment and begin to craft an effective response. Much of the following advice will involve translating typical assignment terms and practices into meaningful clues to the type of writing your instructor expects. See our short video for more tips.

Basic beginnings

Regardless of the assignment, department, or instructor, adopting these two habits will serve you well :

• Read the assignment carefully as soon as you receive it. Do not put this task off—reading the assignment at the beginning will save you time, stress, and problems later. An assignment can look pretty straightforward at first, particularly if the instructor has provided lots of information. That does not mean it will not take time and effort to complete; you may even have to learn a new skill to complete the assignment.
• Ask the instructor about anything you do not understand. Do not hesitate to approach your instructor. Instructors would prefer to set you straight before you hand the paper in. That’s also when you will find their feedback most useful.

Assignment formats

Many assignments follow a basic format. Assignments often begin with an overview of the topic, include a central verb or verbs that describe the task, and offer some additional suggestions, questions, or prompts to get you started.

An Overview of Some Kind

The instructor might set the stage with some general discussion of the subject of the assignment, introduce the topic, or remind you of something pertinent that you have discussed in class. For example:

“Throughout history, gerbils have played a key role in politics,” or “In the last few weeks of class, we have focused on the evening wear of the housefly …”

The Task of the Assignment

Pay attention; this part tells you what to do when you write the paper. Look for the key verb or verbs in the sentence. Words like analyze, summarize, or compare direct you to think about your topic in a certain way. Also pay attention to words such as how, what, when, where, and why; these words guide your attention toward specific information. (See the section in this handout titled “Key Terms” for more information.)

“Analyze the effect that gerbils had on the Russian Revolution”, or “Suggest an interpretation of housefly undergarments that differs from Darwin’s.”

Additional Material to Think about

Here you will find some questions to use as springboards as you begin to think about the topic. Instructors usually include these questions as suggestions rather than requirements. Do not feel compelled to answer every question unless the instructor asks you to do so. Pay attention to the order of the questions. Sometimes they suggest the thinking process your instructor imagines you will need to follow to begin thinking about the topic.

“You may wish to consider the differing views held by Communist gerbils vs. Monarchist gerbils, or Can there be such a thing as ‘the housefly garment industry’ or is it just a home-based craft?”

These are the instructor’s comments about writing expectations:

“Be concise”, “Write effectively”, or “Argue furiously.”

Technical Details

These instructions usually indicate format rules or guidelines.

“Your paper must be typed in Palatino font on gray paper and must not exceed 600 pages. It is due on the anniversary of Mao Tse-tung’s death.”

The assignment’s parts may not appear in exactly this order, and each part may be very long or really short. Nonetheless, being aware of this standard pattern can help you understand what your instructor wants you to do.

Interpreting the assignment

Ask yourself a few basic questions as you read and jot down the answers on the assignment sheet:

Why did your instructor ask you to do this particular task?

Who is your audience.

• What kind of evidence do you need to support your ideas?

What kind of writing style is acceptable?

• What are the absolute rules of the paper?

Try to look at the question from the point of view of the instructor. Recognize that your instructor has a reason for giving you this assignment and for giving it to you at a particular point in the semester. In every assignment, the instructor has a challenge for you. This challenge could be anything from demonstrating an ability to think clearly to demonstrating an ability to use the library. See the assignment not as a vague suggestion of what to do but as an opportunity to show that you can handle the course material as directed. Paper assignments give you more than a topic to discuss—they ask you to do something with the topic. Keep reminding yourself of that. Be careful to avoid the other extreme as well: do not read more into the assignment than what is there.

Of course, your instructor has given you an assignment so that he or she will be able to assess your understanding of the course material and give you an appropriate grade. But there is more to it than that. Your instructor has tried to design a learning experience of some kind. Your instructor wants you to think about something in a particular way for a particular reason. If you read the course description at the beginning of your syllabus, review the assigned readings, and consider the assignment itself, you may begin to see the plan, purpose, or approach to the subject matter that your instructor has created for you. If you still aren’t sure of the assignment’s goals, try asking the instructor. For help with this, see our handout on getting feedback .

Given your instructor’s efforts, it helps to answer the question: What is my purpose in completing this assignment? Is it to gather research from a variety of outside sources and present a coherent picture? Is it to take material I have been learning in class and apply it to a new situation? Is it to prove a point one way or another? Key words from the assignment can help you figure this out. Look for key terms in the form of active verbs that tell you what to do.

Key Terms: Finding Those Active Verbs

Here are some common key words and definitions to help you think about assignment terms:

Information words Ask you to demonstrate what you know about the subject, such as who, what, when, where, how, and why.

• define —give the subject’s meaning (according to someone or something). Sometimes you have to give more than one view on the subject’s meaning
• describe —provide details about the subject by answering question words (such as who, what, when, where, how, and why); you might also give details related to the five senses (what you see, hear, feel, taste, and smell)
• explain —give reasons why or examples of how something happened
• illustrate —give descriptive examples of the subject and show how each is connected with the subject
• summarize —briefly list the important ideas you learned about the subject
• trace —outline how something has changed or developed from an earlier time to its current form
• research —gather material from outside sources about the subject, often with the implication or requirement that you will analyze what you have found

Relation words Ask you to demonstrate how things are connected.

• compare —show how two or more things are similar (and, sometimes, different)
• contrast —show how two or more things are dissimilar
• apply—use details that you’ve been given to demonstrate how an idea, theory, or concept works in a particular situation
• cause —show how one event or series of events made something else happen
• relate —show or describe the connections between things

Interpretation words Ask you to defend ideas of your own about the subject. Do not see these words as requesting opinion alone (unless the assignment specifically says so), but as requiring opinion that is supported by concrete evidence. Remember examples, principles, definitions, or concepts from class or research and use them in your interpretation.

• assess —summarize your opinion of the subject and measure it against something
• prove, justify —give reasons or examples to demonstrate how or why something is the truth
• evaluate, respond —state your opinion of the subject as good, bad, or some combination of the two, with examples and reasons
• support —give reasons or evidence for something you believe (be sure to state clearly what it is that you believe)
• synthesize —put two or more things together that have not been put together in class or in your readings before; do not just summarize one and then the other and say that they are similar or different—you must provide a reason for putting them together that runs all the way through the paper
• analyze —determine how individual parts create or relate to the whole, figure out how something works, what it might mean, or why it is important
• argue —take a side and defend it with evidence against the other side

More Clues to Your Purpose As you read the assignment, think about what the teacher does in class:

• What kinds of textbooks or coursepack did your instructor choose for the course—ones that provide background information, explain theories or perspectives, or argue a point of view?
• In lecture, does your instructor ask your opinion, try to prove her point of view, or use keywords that show up again in the assignment?
• What kinds of assignments are typical in this discipline? Social science classes often expect more research. Humanities classes thrive on interpretation and analysis.
• How do the assignments, readings, and lectures work together in the course? Instructors spend time designing courses, sometimes even arguing with their peers about the most effective course materials. Figuring out the overall design to the course will help you understand what each assignment is meant to achieve.

Now, what about your reader? Most undergraduates think of their audience as the instructor. True, your instructor is a good person to keep in mind as you write. But for the purposes of a good paper, think of your audience as someone like your roommate: smart enough to understand a clear, logical argument, but not someone who already knows exactly what is going on in your particular paper. Remember, even if the instructor knows everything there is to know about your paper topic, he or she still has to read your paper and assess your understanding. In other words, teach the material to your reader.

Aiming a paper at your audience happens in two ways: you make decisions about the tone and the level of information you want to convey.

• Tone means the “voice” of your paper. Should you be chatty, formal, or objective? Usually you will find some happy medium—you do not want to alienate your reader by sounding condescending or superior, but you do not want to, um, like, totally wig on the man, you know? Eschew ostentatious erudition: some students think the way to sound academic is to use big words. Be careful—you can sound ridiculous, especially if you use the wrong big words.
• The level of information you use depends on who you think your audience is. If you imagine your audience as your instructor and she already knows everything you have to say, you may find yourself leaving out key information that can cause your argument to be unconvincing and illogical. But you do not have to explain every single word or issue. If you are telling your roommate what happened on your favorite science fiction TV show last night, you do not say, “First a dark-haired white man of average height, wearing a suit and carrying a flashlight, walked into the room. Then a purple alien with fifteen arms and at least three eyes turned around. Then the man smiled slightly. In the background, you could hear a clock ticking. The room was fairly dark and had at least two windows that I saw.” You also do not say, “This guy found some aliens. The end.” Find some balance of useful details that support your main point.

You’ll find a much more detailed discussion of these concepts in our handout on audience .

The Grim Truth

With a few exceptions (including some lab and ethnography reports), you are probably being asked to make an argument. You must convince your audience. It is easy to forget this aim when you are researching and writing; as you become involved in your subject matter, you may become enmeshed in the details and focus on learning or simply telling the information you have found. You need to do more than just repeat what you have read. Your writing should have a point, and you should be able to say it in a sentence. Sometimes instructors call this sentence a “thesis” or a “claim.”

So, if your instructor tells you to write about some aspect of oral hygiene, you do not want to just list: “First, you brush your teeth with a soft brush and some peanut butter. Then, you floss with unwaxed, bologna-flavored string. Finally, gargle with bourbon.” Instead, you could say, “Of all the oral cleaning methods, sandblasting removes the most plaque. Therefore it should be recommended by the American Dental Association.” Or, “From an aesthetic perspective, moldy teeth can be quite charming. However, their joys are short-lived.”

Convincing the reader of your argument is the goal of academic writing. It doesn’t have to say “argument” anywhere in the assignment for you to need one. Look at the assignment and think about what kind of argument you could make about it instead of just seeing it as a checklist of information you have to present. For help with understanding the role of argument in academic writing, see our handout on argument .

What kind of evidence do you need?

There are many kinds of evidence, and what type of evidence will work for your assignment can depend on several factors–the discipline, the parameters of the assignment, and your instructor’s preference. Should you use statistics? Historical examples? Do you need to conduct your own experiment? Can you rely on personal experience? See our handout on evidence for suggestions on how to use evidence appropriately.

Make sure you are clear about this part of the assignment, because your use of evidence will be crucial in writing a successful paper. You are not just learning how to argue; you are learning how to argue with specific types of materials and ideas. Ask your instructor what counts as acceptable evidence. You can also ask a librarian for help. No matter what kind of evidence you use, be sure to cite it correctly—see the UNC Libraries citation tutorial .

You cannot always tell from the assignment just what sort of writing style your instructor expects. The instructor may be really laid back in class but still expect you to sound formal in writing. Or the instructor may be fairly formal in class and ask you to write a reflection paper where you need to use “I” and speak from your own experience.

Try to avoid false associations of a particular field with a style (“art historians like wacky creativity,” or “political scientists are boring and just give facts”) and look instead to the types of readings you have been given in class. No one expects you to write like Plato—just use the readings as a guide for what is standard or preferable to your instructor. When in doubt, ask your instructor about the level of formality she or he expects.

No matter what field you are writing for or what facts you are including, if you do not write so that your reader can understand your main idea, you have wasted your time. So make clarity your main goal. For specific help with style, see our handout on style .

Technical details about the assignment

The technical information you are given in an assignment always seems like the easy part. This section can actually give you lots of little hints about approaching the task. Find out if elements such as page length and citation format (see the UNC Libraries citation tutorial ) are negotiable. Some professors do not have strong preferences as long as you are consistent and fully answer the assignment. Some professors are very specific and will deduct big points for deviations.

Usually, the page length tells you something important: The instructor thinks the size of the paper is appropriate to the assignment’s parameters. In plain English, your instructor is telling you how many pages it should take for you to answer the question as fully as you are expected to. So if an assignment is two pages long, you cannot pad your paper with examples or reword your main idea several times. Hit your one point early, defend it with the clearest example, and finish quickly. If an assignment is ten pages long, you can be more complex in your main points and examples—and if you can only produce five pages for that assignment, you need to see someone for help—as soon as possible.

Tricks that don’t work

Your instructors are not fooled when you:

• spend more time on the cover page than the essay —graphics, cool binders, and cute titles are no replacement for a well-written paper.
• use huge fonts, wide margins, or extra spacing to pad the page length —these tricks are immediately obvious to the eye. Most instructors use the same word processor you do. They know what’s possible. Such tactics are especially damning when the instructor has a stack of 60 papers to grade and yours is the only one that low-flying airplane pilots could read.
• use a paper from another class that covered “sort of similar” material . Again, the instructor has a particular task for you to fulfill in the assignment that usually relates to course material and lectures. Your other paper may not cover this material, and turning in the same paper for more than one course may constitute an Honor Code violation . Ask the instructor—it can’t hurt.
• get all wacky and “creative” before you answer the question . Showing that you are able to think beyond the boundaries of a simple assignment can be good, but you must do what the assignment calls for first. Again, check with your instructor. A humorous tone can be refreshing for someone grading a stack of papers, but it will not get you a good grade if you have not fulfilled the task.

Critical reading of assignments leads to skills in other types of reading and writing. If you get good at figuring out what the real goals of assignments are, you are going to be better at understanding the goals of all of your classes and fields of study.

You may reproduce it for non-commercial use if you use the entire handout and attribute the source: The Writing Center, University of North Carolina at Chapel Hill

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How To Assign Tasks To Team Members Effectively? Our Full Guideline

How can I effectively assign tasks to people?

Why is it that despite assigning tasks, some groups reach peak productivity and project success, while others grapple with conflicts and burnout?

And how can I address and solve issues related to task assignment?

In this article, we’ll provide answers to all of these questions.

Ready to elevate your task assignment skills and boost your project success? Let’s dive right in!

I. Assigning Tasks: Quick Overview

1. What is task assigning?

Task assigning is the process of allocating specific duties to team members to achieve a common goal.

2. Why is assigning tasks to team members important?

Effective task assigning is crucial for achieving team goals and maintaining productivity because it improves:

• Fair workload distribution.
• Resource efficiency.
• Seamless team collaboration
• Simplifying project progress tracking.

There’s more.

As everyone knows their role, responsibilities, and how their work contributes to the bigger picture, they feel less confused and more accountable for their assigned task.

II. How to assign tasks effectively in a project?

Below are the best strategies, practices, and tips for assigning tasks to others effectively.

Stage 1: Before assigning tasks

• Understand the project & your team members

Ensure you get a clear understanding of:

• Project’s objectives, scope, desired outcomes, and any deadlines.
• Team members’ skills, strengths, weaknesses, and preferences.

This step allows you to match the right tasks with the right team member, which helps allocate tasks efficiently, increase productivity, and maximize project success.

• Break down the project into individual tasks

Follow these steps:

• Identify major components of the project based on its goals.
• Break components into smaller tasks.

This makes it easier for managers to allocate responsibilities and track progress while helping team members better grasp the overall process.

• Prioritize tasks

Prioritize tasks based on 3 factors: 1) urgency, 2) importance, and 3) complexity. Here’s how:

• Identify time-sensitive tasks.
• Address tasks contribute to your long-term goals and should not be neglected.
• Categorize tasks based on difficulty levels, and time and resources required.
• Create a priority list of tasks based on the combination of all three criteria.

This valuable step helps managers make informed decisions on which tasks to tackle first and find the right people to work on each task.

Stage 2: While assigning employee tasks

• Match the right person to the right task

Assign tasks to the most qualified people.

Start by allocating high-priority tasks to the first available person with the matching expertise. Schedule low-priority tasks.

Straightforward tasks can be assigned to less experienced members, while complex tasks may be given to those with advanced skills.

• Be mindful of your team’s availability.
• Set realistic deadlines. Ensure to give members sufficient time to complete their assigned task.
• If someone shows interest in a particular task, consider assigning it to them.

If you know your employees well enough, then make a list of dependable people who are ready to take on a little more duties.

Give them low-priority yet important tasks with authority.

• Communication

To avoid disputes, constant clarification, or errors, it’s important to help your team members understand:

• Project’s goals, desired outcomes, and deadlines.
• Tasks’ requirements and priorities, plus how they contribute to the overall project’s success.
• Who is responsible for which task and what is expected of them.

Tips: Use clear and concise language when communicating. Encourage employees to ask questions and seek clarification on the project and their assigned tasks.

Stage 3: After assigning tasks

• Monitor Progress & Offer Help

Check-in with team members regularly to see how they are doing and if they need any help.

Encourage them to open up and transparently communicate their concerns and challenges.

On your side as a team leader or project manager, be available to offer assistance if they encounter challenges.

This helps resolve issues and improve the task assignment process.

• Provide Necessary Resources

Ensure that team members have the necessary resources, tools, and information for their task completion.

Stage 4: After the task/project is completed

• Reflect on Past Assignments

After each project or task, take time to reflect on what worked well, what didn’t, and where certain tasks weren’t up to par.

Address any issues and offer feedback on completed tasks. Use this feedback to refine your approach in future assignments.

Recognize and reward everyone’s efforts and contributions. This helps keep employees excited and motivated.

• Continuous Learning and Improvement

Invest in training and development opportunities for your team to enhance new skills and knowledge.

Extra tips for assigning tasks effectively:

• Use project management software to help you manage workload, make time estimates, performance reviews, etc.
• Be flexible. Things don’t always go according to plan, so be prepared to adjust your assignments as needed.
• Don’t be afraid to experiment. Try different approaches to see what works best for your team.

III. How to assign tasks in Upbase?

In this section, I’ll show you how a project management tool like Upbase helps simplify task assignments, improve morale, and increase outcomes.

Quick info:

• Upbase organizes and manages projects by lists.
• Members of a list can’t see and access other ones except those lists’ owners allow them to.
• Upbase offers unlimited free users and tasks.

Sign up for a free Upbase account here , follow this guide, and take your task assignment process to the next level.

1. Break down projects into smaller tasks

Create a new list:

• Hover over “Lists” on the left sidebar to open the dropdown menu.
• Select “List”
• Edit the list’s icon, color, name, and description. Then, add your employees.

Add new tasks to the list:

• Navigate to the Tasks module.
• Create and edit sections.
• Add tasks to sections by clicking “+” or “Add task”.

Add new tasks via emails : Open the dropdown menu next to the list name, select “add tasks via emails”, and follow the instructions.

Add task details:

You can add specific instructions, priorities, deadlines, and other attributes to individual tasks and subtasks.

Keyboard shortcuts : Hover over a task card and press:

• “S” to set high priority
• “D” to open the Due date picker
• “C” to open the Tag picker

Upbase Tip : Use task tags to categorize tasks by urgency, importance, and complexity. This makes it easier to match the right tasks to people for later.

2. Assign tasks

Check your employee availability:

Go to the Members page, and click on the team member you’d to assess their workload.

You’ll be driven to a separate page that shows that member’s assigned tasks, along with their due dates, priorities, etc. You can also filter tasks by one of these attributes.

Use this page to check each employee’s availability and identify who can complete additional tasks.

Assign tasks:

Open the desired task, click “Assignee”, and choose the right team member(s).

Keyboard shortcuts : Hover over the task and press “A” to open the Assignee picker. Press the space bar to assign yourself. This way makes assigning tasks easier and quicker!

If you want multiple people to work on a particular task, consider dividing it into subtasks, give time estimates for each, and then assign them to the right team member(s).

Communicate tasks:

Use the Messages and Chat modules to communicate with your team.

Messages is best suited to show the big picture, like project goals, desired outcomes, everyone’s duties, and how their work contributes to the whole.

Make use of the comment box to encourage everyone to ask questions and seek clarification about the project or their assigned tasks.

Chat supports both 1:1 chats and group chats. It’s perfect for quick discussions about issues, task deadlines, etc.

3. Track progress

Upbase offers an array of tools for project managers to track the workload of other employees.

To track a project’s progress:

From the Tasks module :

Here, you can view tasks in a List or Board format.

The List format provides an overview of tasks, deadlines, priorities, and employees working on them, while the Board visualizes the project’s progress.

Besides, you can group tasks by due date, priority, assignee, or section. View tasks filtered by one or multiple tags. Or create a custom filter.

From the Calendar module:

It shows all the scheduled tasks within a project by week or month. It also allows you to create a new task or reschedule overdue tasks.

To track the progress of all projects in a workspace :

Filters : In addition to filtering tasks within a project, you can create custom filters across multiple or all projects in a workspace.

Schedule : It functions similarly to the Calendar module. The two main differences are:

1) Schedule is to track the progress of tasks from all projects while Calendar is to track the progress of tasks within a project.

2) Schedule offers an additional view, named Daily Planner.

Other tools for progress tracking:

My Tasks : A private place where you can get an overview of all the tasks you create or tasks assigned to you.

4. Encourage collaboration and provide support

Use Upbase’s Docs, Files, and Links to provide employees with resources, information, and tools they need to complete tasks.

These modules are available in each list, making it easy to manage project data separately. Plus, they all provide collaboration features like watchers and comment boxes.

• Docs : You can create native documents, share a doc’s public link, embed Google Docs, and organize documents by folders.
• Files : It allows you to upload/download files, manage file versions, embed Google Drive folders, and show files by Grid or Board view.

• Links : You can save URLs as cards, and then add descriptions, watchers, and comments.

5. Providing feedback

On the Tasks module, you can create a section, named “Review”.

When a task is completed, the assignee will drag and drop it here. Then, you, as a project manager will leave feedback on it via the comment box.

So, why wait? Sign up for a free Upbase account now and experience it yourself.

IV. Common mistakes to avoid

For successful task assignment, remember to avoid these common mistakes:

1. Fear of Assigning Tasks

Some people, particularly new or inexperienced managers, may hesitate to allocate tasks to others due to concerns about:

• The quality of the work
• Fear of losing control
• Lack of trust in team members

This fear can hinder productivity and personal growth within a team or organization.

2. Lack of Clarity

This means that the instructions and details regarding a task are not transparent.

Team members may not have a clear understanding of what they are supposed to do, what the goals are, or what the expected outcomes should be.

This lack of clarity can lead to confusion and misunderstandings.

3. Poor Communication

Poor communication can contribute to misunderstandings and problems in task assignments, too.

However, it addresses different aspects of the overall process.

Poor communication means that there might be a lack of information sharing or ineffective communication methods. This could include:

• Not providing updates
• Failing to ask questions when something is unclear
• Not actively listening to others.

Even with clear instructions, if there’s poor communication, the information may not be conveyed effectively.

2. Overloading

Assigning too many tasks to a single person or team can overwhelm them and negatively impact the quality of their work. It’s crucial to distribute tasks evenly and consider each individual’s capacity.

3. Ignoring Skills and Strengths

Neglecting to match tasks with team members’ skills and strengths can result in subpar performance. Assign tasks based on individuals’ expertise and abilities to optimize results.

5. Micromanagement

Hovering over team members and scrutinizing every detail of their work can stifle creativity and motivation.

Trust your team to complete their tasks and provide support when needed.

6. Inflexibility

Being rigid in task assignments can prevent adaptation to changing circumstances or new information. It’s essential to remain open to adjustments and feedback.

8. Unrealistic Deadlines

Setting unattainable deadlines can put unnecessary pressure on your team and lead to a rushed and subpar outcome. Ensure that timelines are realistic and allow for unexpected delays.

10. Lack of Feedback

Forgetting to provide constructive feedback or failing to seek input from team members can hinder growth and improvement. Regularly discuss progress and provide guidance when necessary.

In summary:

Successful task assignment relies on clear communication, matching tasks to skills, flexibility, and a supportive, accountable, and feedback-driven environment.

Avoiding these common mistakes will help ensure that tasks are completed efficiently and effectively.

1. What’s the difference between assigning and delegating tasks?

Task delegation means you give someone the authority to make decisions and complete tasks independently without constant supervision.

Task allocation, on the other hand, means you assign specific duties to someone, often with clear instructions, while retaining overall control.

A delegated task gives the team member more freedom to make decisions and determine how to produce the desired results. An assigned task is more limited because it’s based on instructions and under supervision.

In short, delegating tasks typically involves a higher degree of trust and empowerment than allocating tasks.

2. What’s the difference between tasks and subtasks?

Tasks are generally larger, more significant activities that need to be completed, while subtasks are smaller, specific components or steps that contribute to the completion of a task.

Subtasks are often part of a broader task and help break it down into manageable pieces.

3. Who is the person assigned to a task?

The person assigned to a task is called an “assignee”. They’re responsible for completing that specific job or duty.

4. Who should you delegate a task to?

Delegate a task to the person best suited for it based on their skills, expertise, and availability.

Choose someone who can complete the task effectively and efficiently, taking into account their experience and workload.

5. What is the best way to assign tasks to team members?

The best way to assign tasks to others is by considering each member’s strengths, skills, and workload capacity, and aligning tasks with their expertise and availability.

6. Why is it important to assign tasks to your team members?

Assigning tasks to team members is crucial because it ensures clarity, accountability, and efficiency in achieving goals.

It helps prevent duplication of efforts, enables better time management, and allows team members to focus on their strengths, ultimately leading to successful project completion.

7. How do you politely assign a task?

To politely assign a task, you can follow these steps:

• Start with a friendly greeting.
• Clearly state the task and its importance.
• Ask if the person is available and willing to take on the task.
• Offer any necessary information or resources.
• Express appreciation for their help.

8. How do short-term goals differ from long-term goals?

Short-term goals are specific, achievable objectives that you aim to accomplish soon, typically within days, weeks, or months.

Long-term goals are broader, more substantial objectives that you work towards over an extended period, often spanning years.

Short-term goals are like stepping stones to reach long-term goals.

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How to Give Assignments to Team Members

Last updated on: March 21, 2024

The project has been divided into milestones, goals and objectives broken into tasks, and now it’s time to assign them. But as you open the project management platform, you’re faced with the unflattering process of wording the tasks, and choosing whom to assign them to.

Well, in this article, we offer advice on how to make that jumbled first moment a little clearer. There are actionable tips, learning the difference between allocating and delegating tasks, and suggested criteria on how to choose the best person for the job.

For a more precise overview, here’s a table of contents:

Table of Contents

How do you assign employees tasks?

We normally think that assigning tasks is a time-consuming process that focuses on clearing out task lists to keep the project going. However, task assignment should actually be a more employee-oriented process that requires additional dedication and effort, which yields incredible results. But what do we mean by that?

Properly assigned tasks push your employees, projects, and the overall company forward. Here’s how.

• They strengthen accountability and trust between managers and employees;
• They help teach new skills and perfect old ones;
• They allow employees to get familiar with other teams and avenues of work;
• It becomes easier to make project estimates;
• Makes for great bases for performance reviews, etc.

The list could go on, but we’ll stop there for now.

Of course, such long-term benefits don’t come without some proverbial blood and sweat in the planning stage. Let’s take a look at the general ideas on assigning employee tasks, and specific steps you can take.

Motivation comes from knowing the bigger picture

When we talk about the bigger picture in project management, we talk about each team member’s task affecting their peer’s down the line. Since all tasks are usually small pieces of the puzzle, it helps to remind employees how their work contributes. For example:

• A high-quality draft can make a great foundation for the final version, and it can be completed more quickly.
• A well-prepared presentation can shave time off unnecessary questions and additional email inquiries.

It comes as no surprise that people work better and are more productive, when they know that their work has an impact on the company level.

And so, when you assign tasks, try to emphasize how they fit in the bigger picture. Simply saying: “ You doing X will help with Y and Z ” and how it reflects on the project as a whole will let an employee know that the task they were assigned is important.

Get your employees excited to commit

Telling people about the bigger picture and showing them what’s possible can only get them so far. It’s enough to ignite the initial spark, but for them to fully commit to the task, you need to define what that task entails.

They should be able to picture how to go about the work, what skills to use, and how to reach the desired result. The clearer the instructions, the more motivated they will be to work.

Simply put, give directions on how the task should be done, and make sure they understand. You can’t read each other’s minds, so it’s important everyone is on the same page.

Ask for task transparency

One of the best practices a company can employ is transparency among coworkers.

This is achieved by having everyone input their tasks for the day in a timesheet. The purpose of timesheets is to get an accurate idea of what everyone is working on at any given time.

When people know who works on what tasks, it’s easier for them to know if a person is available or busy, how far along they are with a task, etc.

So, when you give assignments to employees, label them with deadlines. Alternatively, you can ask for employees’ assessments on how long the work would take them, and use those timeframes.

Source: Clockify team timesheet

Timesheets are a great way to keep an eye on tasks and the people doing them. You get to:

• see who struggles with what (helps assess people’s skill sets);
• who burns through their workload and is available for additional tasks;
• whether your time estimates need correction;
• identify any wasted time.

💡 If your employees are insecure about keeping public records of their tasks, here are a few resources that can help:

• How to create order in your daily work tasks
• How to be more efficient with your tasks

Keep a crystal clear timeframe

While we’re discussing timesheets and deadline transparency, it’s important to mention that the times you set for task completions need to be clear-cut.

As we’ve mentioned, the safest way to assign deadlines is to consult the employees. They are better at assessing how long it will take them due to the tasks’ difficulty, overall deadlines, the standards that need to be met, and the skill required to complete it.

When they get a say in how long they should be doing an assignment, people tend to feel more accountable for the whole process. They will do their best to finish in time, since they actively participated in setting the deadline.

Set very clear expectations

Assigning a task should always include your (the supervisor’s) expectations pointed out. For example:

• Does a logo pitch need as many drafts as possible, or just a few finished pieces?

If you ask a designer to make some drafts for a logo pitch, you must specify the kind of quality you’re looking for. Explain whether you are looking for some sketches and drafts for a brainstorming meeting, or if you want clean, presentable pieces to show.

Additionally:

• How many pieces should the designer do?
• Is there a specific color palette they need to follow?
• How important is the task? Is this the day they finally decide on a logo, or is it still in the brainstorming stage? (decides on the quality of the work itself)

Assigning the task using the above questions, you help the designer understand how much effort precisely they need to invest. They become more motivated with clear instructions, as they know what is expected of them. There’s no fear of having their work criticized for something that wasn’t communicated in the beginning. And on your end, it prevents breached deadlines or subpar results.

Avoid creating dependency by being less involved

It’s not unusual for employees to ask their supervisors for their opinion on a certain task, or their performance.

The problem arises when a supervisor makes themselves too involved with the process. When they feel like the project might fall apart if they don’t have their eyes on every moving part all of the time. And when you have, say, 20 people waiting for that person’s approval, advice, or consultation, the workflow runs into a gridlock.

And wait time is wasted time.

Plus, people lose motivation, patience, and grow frustrated, as they could be doing other things.

So, learn not to jump in every time people call for your aid. Assign reliable people who can address smaller issues, while you handle the big picture. Learn how to expend your own energy where it is needed more.

For example – making a pitch presentation for potential investors keeps getting put off because one person needs you to check a client email they want to send, another wants your signature on a form, and the third wants to ask something about employee feedback that’s coming up.

In order to not be stretched thin, and have your time wasted on menial tasks, here’s where you can start:

How to mitigate the risk of being over-involved when assigning

• Remember that you match tasks to people

Which means that, by matching the right people with the right tasks, your involvement will be minimal. Take time to carefully choose who gets to do what. What is the point of assigning tasks if they can’t be done without you?

• Have a 10-point scale to judge the importance of items

How important are certain aspects of your leadership role? Are you absolutely necessary in every meeting, or during every call? Which tasks need your approval, and which ones can be approved by someone under you?

Rank these items on a scale of 0 to 10, based on their importance to you and the project. Top priority tasks should get your undivided attention. And what can be delegated, should be.

• Analyze your schedule

Your energy and time are needed on a much broader scale. The best way to spot if you’re wasting time being too involved is to look at your schedule. Identify how much time you’ve spent on low-priority items, and assess which issues could’ve been solved without you.

• Take into account priorities and deadlines

Step in only when absolutely necessary. You are in charge of things getting done on time, by people most qualified for assigned tasks. Determine what your priorities are for each project, and concern yourself only with those issues, unless there is a risk of breaching a deadline.

• Formulate a list of dependable people

If you know your employees (or team members) well enough, then you should be able to single out those who are more dependable and ready to take on a little more responsibilities. Write out the reasons how they could help by getting involved on low-priority items instead of you. When the time comes, rally them and present them with the idea, keeping in mind that this solution helps push the project forward. When authority is delegated to several people, there’s fewer chances of a hold-up in the workflow.

This also falls into the realm of task delegation , which we’ll get into later.

How do you decide what tasks to assign to which employees?

1. assign based on priority.

Naturally, some tasks will be more important than others. When you break down a project into tasks , spend some time assessing their priority level.

High-priority tasks should be the first on your list to allocate. Whether it’s because they’re time-sensitive, or require more effort and dedication.

Low priority tasks can be allocated as fillers to the first available person.

2. Assign based on employee availability

Another factor to consider when assigning tasks is who is available at the moment.

As the project moves along, new tasks will be added. You will have to allocate new work, but odds are you won’t always be able to pick who you want. Especially if a deadline is approaching, the person with the smallest workload should be your first choice.

Overloading an already busy individual just because they’re more skilled or you have faith in them the most puts an unnecessary strain on them. It’s cause for frustration, poorer results, and decreased productivity.

And as we’ve mentioned, if you have a timesheet with an overview of all the tasks and employees working on them, it’ll be much easier to spot who is free and who isn’t.

3. Assign based on employee skill level

High-priority tasks should go to employees with more experience in a given field or skill. However, you should occasionally give such tasks to other employees as well, to help them grow and become just as dependable. Giving people challenging tasks that can boost their experience is essential to productivity and morale.

Not to mention you get to have multiple high-skilled employees.

Low-priority tasks can be assigned to anyone, despite their experience level. They’re a good opportunity to practice, pick up new skills, or get smaller tasks out of the way to make room for more important ones.

4. Assign based on preference

Last, but not the least, preference can also play a big part in how you assign tasks.

It’s a given that some employees will prefer certain tasks over others. So it could be good to assign tasks at a meeting with the team. As you discuss priorities, deadlines, and availability, ask them which tasks they would like to work on.

If someone shows interest in a specific type of work, they should (with some consideration), be allowed to take it. After all, people are more productive when they’re assigned to something they find new or exciting.

Note: Apply this rule with caution. Letting people do only the tasks they want can stunt their career growth. Getting out of our comfort zones and occasionally doing tasks that we don’t like is how we develop and learn. So, don’t forget to document assignments as you hand them out, to spot these potential issues early on.

Allocating vs delegating tasks

While semantically similar words, delegation and allocation in terms of tasks are two different things.

When you allocate tasks , you are assigning tasks without giving the employees much authority, challenge, or room to grow. It includes you keeping all of the responsibility – writing out the tasks, making deadlines, providing resources, tools, etc. These are usually recurring tasks that can become repetitive.

When you delegate tasks , you allow for some of that responsibility to fizzle out from your fingers. All you think about are the objectives, while letting the employees figure out the details and means to get there.

However, that doesn’t mean delegation is right and the allocation is wrong.

Task allocation has its own place. It is just as important, as a lot of tasks come down to repeated processes that are still vital to the project progress. Task delegation is just a good opportunity for employees to learn, challenge themselves, and assess their skills and performance.

When should you allocate tasks?

Management and BizDev consultant Artem Albul shared his concept on task assignment, which he dubbed an “algorithm”. He emphasized how these criteria are useful only and only when you wish that employees perform the tasks based on your guidelines and instructions (aka allocation).

Here is how Albul broke down the algorithm:

Source: Artem Albul, TWA Consulting

As we can see, task allocation, while the more “controlling” of the two, also gives in-depth instructions and asks for confirmation on task clarity. A lot of it comes down to everyone being on the same page, leaving little to no room for misinterpretation (but also creative freedom).

How should you allocate tasks?

With all that we’ve mentioned in the previous section, here’s how your task allotment could look like, step by step.

• Break down your project

Detail out the goals, objectives, and some individual tasks (not all, be careful not to start micromanaging). Place the most important deadlines.

• Prioritize tasks and sort them

It’s important to know what tasks need to be done faster/better, to properly allocate your resources and manpower from the start.

• Make a list of teams and team members

Assign team leaders (if you don’t have them), and alternatively, ask for their input on individual employees skills, for a more informed decision on who gets what.

• Schedule a meeting

Make a meeting with the team leads and go through the points above. Assign tasks according to each team’s availability, interest, and skill required to successfully push the project forward.

• As team leads – assign tasks further down the pipeline
• Track task completion and make necessary changes along the way

Whether it’s pushing deadlines, reassigning tasks, or shifting around resources. This is perfectly fine and expected, so long as it doesn’t happen on every task you’ve assigned. Then, it is an indicator of poor pre-planning.

• Offer feedback and write performances

Don’t forget to track the progress and make notes of important details that might help the next task allocation/delegation process. It’s also a useful piece of information for the employees on what they need to improve on.

Allocating tasks is somewhat more complicated than we want it to be. But, this kind of thorough research and preparation will make projects run more smoothly. Employees will also be more satisfied with their work, and there will be less hurdles as deadlines approach.

When should you delegate tasks?

Delegation is a great practice in trust for both the employer/supervisor and the employee. The employer learns how to give away some of their control over the process, while the employee learns how to take more accountability for their work.

This lets you focus on big-picture aspects of your job, since you deal less with assignments that are low-priority for you. You save time and energy, while helping others move up in their careers.

How do you effectively delegate tasks as a leader?

As we’ve mentioned, delegating includes more employee independence. There are some additional components which make this type of task assignment more appealing than allocation, with great opportunities for growth.

Focus on delegating objectives instead of actual tasks

When you delegate, you focus on the objective that needs to be done. You shouldn’t give employees a “color by numbers” instruction on how to complete a task.

Communicate clearly what the end result should be and what expectations you (or the higher-ups) have. Leave the means for reaching that end goal to the employees themselves. Because how you solve a task may be completely different to how they will. And that is perfectly fine, so long as the result is the one you are looking for.

Keep the objectives challenging

When the objectives you’re delegating are too easy, chances are the person will either procrastinate, or feel like you don’t trust them enough. And if they’re too difficult, they get frustrated, anxious, and begin to panic.

It’s a good idea to be aware of an employee’s skill level, so you can gauge how much challenge and responsibility they can take on. For them to be the most productive and achieve great results, they need to enter “the state of Flow”.

Source: Optimal Experience , M. Csikszentmihalyi

💡 We’ve discussed the state of Flow in more detail in an article on time organization.

Encourage discussion and feedback

Let employees voice their opinions on the topic.

They should ask anything about the task, the goals, or the overall impact their work will have on the later stages or others’ workflow. It means they are interested in the task, and getting involved.

And if they aren’t asking questions themselves, you can always nudge them into proactivity.

• Is there something you’d like me to clarify?
• Do you already have any ideas on how to go about the task?
• Is the time we agreed upon enough for you?
• Will you need other resources, tools, or support?
• Do you see any problems or risks?

Questions like these help them feel valued, their efforts acknowledged, and let them know you care about the task and how well they perform. Just be careful not to overdo it, or you’ll start to look like a micromanager.

Give employees free rein, but offer support

Speaking of micromanaging, delegation means you let people problem-solve their way out on their own. There should be no reason for a manager to step in and control or supervise any step of the process, unless absolutely necessary.

However, what you should do is let them know you’re available for any advice should they feel stuck. Just because employees get authority on a certain task, and are left to their own devices, doesn’t mean the project has to suffer until they pull themselves up.

From time to time, ask them if they need anything from you, and make sure they know you’re there for any kind of support, consultation, or mediation. ANother good practice is to also give them additional learning opportunities – such as training, conferences, courses, etc.

Delegate objectives that move people forward

Choose assignments that boost the skills and employ all of their experiences, instead of something that simply needs to be done. For example:

• Tasks that require they brush up on their team communication skills;
• Learning how to allocate smaller tasks;
• Supervising others’ work and doing quality control;
• Learning to work with a new tool;
• Holding a meeting (or more), etc.

Find out which skills your employees may want or need to develop, and then plan your delegations accordingly. You want them to complete the task while having learned something new at the same time.

How to choose who to delegate to

Paul Beesley, senior director and consultant at Beyond Theory proposed a nifty checklist for when you’re choosing an employee to delegate to. It’s meant to simplify and speed up the process.

To successfully complete the delegated task, your chosen employee needs:

S – the skill to perform and complete a task

T – the time to complete the task, and if needed, learn the required skill

A – the authority to handle everything concerning the task

R – the necessary level of responsibility

R – the recognition for successfully completing the task

This list is a set of important criteria that should be covered when you consider who to assign to a specific task. However, depending on your niche, type of service, company size and the project at hand, the criteria are likely to change. And it should accommodate your needs, not the other way around.

Common task delegation mistakes to avoid

With all being said, there are some common mistakes managers and employers make, sometimes without even realizing it.

• Being too vague concerning deadlines (using: as soon as possible, when you get to it, I need it by yesterday). It creates unnecessary pressure.
• Being unavailable for questions and concerns. While you shouldn’t micromanage, you should still be present for support if an employee feels stuck. Ignoring them or handing them over to someone else could cause distrust. However, if you are usually swamped with work, set consultation hours each day or week.
• Having unclear directions. Specifying the allotted time for task completion and expectations should be the bare minimum when delegating tasks.
• Not providing feedback. No feedback is worse than bad feedback. Employees need to be aware when they’re doing good work, as well. In one company I worked for, the mantra was: “If no one is complaining about your work, that means you’re doing good”. And while it sounds like sound logic, it actually caused a lot of frustration. We were left directionless, and simply “floating” from task to task, never knowing if any of them had a positive impact on our performance.
• Not listening to employees. Take into account how they feel about a task or the objective. Let them give you feedback and if there are potential problems from the get-go.
• Assigning other people to the same task. If you notice a person struggling, the first instinct should be to ask them how they’re faring, and if they need any help. Some managers tend to assign other employees to help them without consultation, which leaves a sore taste. The employee will feel even more incompetent and will be less likely to take on a similar task in the future.
• Assuming people will know what you mean. This is one of the biggest problems. When you’re formulating a task, be as clear as possible about the goals and expectations. Oftentimes managers think that these things are implied, but the truth is – no one is a mind reader. To avoid having information misconstrued or misunderstood, communicate clearly and directly.

There could be more mistakes, especially for every different field and industry. If at all possible, identify the most common ones, made either by you or your peers. Note down all the instances where certain tasks weren’t up to par, and see what you could have changed in your assignment process to fix it. Maybe there wasn’t enough time or resources, you were unclear, or the employee wasn’t ready for such responsibility. Use the same procedure in all future task delegations. It’s the only way to learn and make the process quicker.

To conclude

Task assignment should be a very careful, thought-out process. It’s not just about reaching milestones in time. It’s about helping employees learn new skills, feel more satisfied with their position in the company, strengthen the trust between you and them, and ultimately help you refocus on the big picture.

By following the advice we’ve gathered, you will be on the right track to make some effective, healthy long-term changes to your company.

✉️ Have you found these tips helpful? Is there something we could have covered in more detail? What are your experiences with assigning tasks?

Send your answers, suggestions, and comments to [email protected] and we may include them in this or future posts.

Marijana Stojanovic is a writer and researcher who specializes in the topics of productivity and time management.

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Managing multiple assignments can be overwhelming. However, with effective strategies and time management, you can complete them successfully. Here's a step-by-step guide on how to manage and complete multiple assignments on or before the given deadlines:

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- Techniques like the Pomodoro Technique (working in focused intervals with short breaks) can improve productivity and prevent burnout.

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- Begin working on assignments as soon as they are assigned. Procrastination can lead to stress and lower-quality work.

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- If you encounter challenges with a particular assignment, seek help from professors, or you can opt for platforms offering Assignment Help USA . Don't hesitate to ask questions when you're unsure about a task.

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- Allocate short breaks between tasks to recharge your mind. Use this time to stretch, walk, or do something enjoyable to prevent burnout.

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- Maintain a balanced diet, exercise regularly, and get enough sleep. Physical and mental well-being are crucial for effective time management and productivity.

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how to effectively assign tasks to team members to increase productivity?

Picture this: It's Monday morning, and your team is buzzing with excitement, ready to take on the week. But wait! Who's doing what? Does everyone know their roles and responsibilities? Ah, the perennial challenge of assigning tasks . If this rings a bell, worry not. We've all been there. Have you ever felt the sting of mismatched roles? Like trying to fit a square peg into a round hole? Assigned tasks play a pivotal role in the smooth functioning of any team. And guess what? There are methods and tools that make this process easier. Let’s dive in.

As a leader in the workplace, it is essential to ensure that everyone in the team gets the appropriate amount of work. Sometimes, it's tempting to give an employee more tasks than others, especially if he/she finishes the tasks faster. But keep in mind that as managers, you must be fair. You must learn how to effectively assign tasks to your team members . 

Although it may seem like a simple management function, assigning tasks to your team is actually challenging. As said by Liane Davey, cofounder of 3COze Inc. and author of  You First: Inspire Your Team to Grow Up, Get Along, and Get Stuff Done , You are “juggling multiple interests” in the pursuit of optimal team performance.

Task distribution among various departments might vary from person to person. For efficient delegation, it is vital to consider guidelines while distributing duties to team members.

Tasks that are delegated effectively move your people, projects, and the entire business forward. It increases management and staff trust and accountability, helps in refining and teaching new abilities, enables personnel to become acquainted with various groups and areas of employment, and is an excellent foundation for performance reviews, etc.

How do you assign tasks to your employees? 

Assigning tasks is typically perceived as a time-consuming activity that focuses on removing items from task lists in order to keep the project moving forward. Task assignment, nevertheless, ought to be a more employee-focused procedure that calls for extra commitment and work, which produces excellent outcomes. 

Here are some tips to effectively assign tasks to your employees:

1. Delegate Positively

Don't just throw work at someone and expect them to deliver when they might not be qualified for that particular assignment. Maintain a mindset of doubting every assignment you gave and go over your personnel roster to see whether anyone else is capable of completing it as effectively as you can. They will be more likely to believe that they can do the assignment in the manner that the leader desires if they have a positive outlook. Employees won't feel inspired to start their assignment if you adversely assign them or have doubts about their competence. A little encouragement will make their day happier and encourage them to confidently do the tasks given to them.

2. Set Clear Goals and Objectives

To understand how your team performs, you should set clear goals and objectives before entrusting them with any responsibilities. When goals and objectives are not defined, it'll be harder for your team to see the big picture and perform tasks in a particular manner. 

3. Assign the Right Task to the Right Employee

This is the key to productivity. Who has the most expertise and experience should be given priority, but don't give that individual too much work. You should also think about who needs to develop their sense of responsibility. Also, take into account the passage of time and their eagerness to seize the opportunity. To do this, the manager should create a delegation plan that considers the various skill sets of each employee and assign tasks that are properly suited to each individual. On the other hand, when a task requires an extraordinary employee and there is a talent shortage, the leaders themselves should do the assignment in an emergency or without a workforce.

4. Obtain Inputs from Your Team and Set Up Meetings if Possible

Get suggestions from your team on what should be modified, who you could include, and how outcomes should be defined. Engage with the specific managers of the sub-teams if you are in charge of a large team or organization. A meeting with the entire team is necessary before assigning tasks to team members. You may obtain a clear picture of who is responsible for what and how purposefully they can do the assignment. Getting suggestions from your team members ensures that each of them will contribute to the task's accomplishment.

5. Conduct Training and Supervision

A project's completion necessitates the blending of various delegation techniques, a high degree of team member commitment, and effective planning and execution. It is essential to teach the team members and meet with the team every day in order to produce a skilled workforce. The training includes free access to resources for developing skills, such as courses from Upskillist ,  Udemy , or  Coursera . Following the training phase, the work must be supervised by a professional to ensure that the team learned from the training provided. Before and throughout the task assignment and execution among several team members, training and supervision are equally crucial.

6. Communicate Constantly

It doesn't mean that when you're done delegating the tasks, everything's good. No, it doesn't work that way. Constant communication is also the key to unlocking productivity. You need to collaborate with your team . Professionals at work must keep a close watch on their team members to learn about any challenges or issues they may be having.  For the task to be completed and the status of each team member to be tracked, communication is essential. Following up on tasks you assign to your employees helps them manage pressure and boost job productivity since problems like stress and pressure may tangle them and slow them down. Employee burnout is a result of micromanagement, which is not a good concept. It is best to let staff go free by following up casually.

7. Know who to Handover Authorization and Control

Decentralized power relieves employers of job management. Make sure to provide your staff some authority when you delegate tasks to them using management apps such as Trello , Asana , Edworking , Slack , and the like. Employees become empowered and responsible for completing tasks as a result of the control transfer. Giving them too little authority can cause issues because they lose interest in their work while giving them too much control might overwhelm them and cause them to forget basic responsibilities. The key to the team's success is giving each member the authority they rightfully deserve while also soliciting input.

8. After the project, assess the results

Ask yourself how you as the manager could support the success of your team members more effectively. Give constructive criticism and accept it in return.

The most vital phase in job completion is assigning tasks to team members. Due to the frequent mistakes made while delegating duties, it is imperative to use management tools when giving your team responsibilities. Project management solutions provide better work allocations by incorporating features like marketing automation. Employee development and time tracking are made easier by the task assignment guidelines, which also help keep workers interested. 

Allocating Vs. Delegating Tasks 

Now that you've learned about some tips to properly assign tasks, you may also have questions like, "what's the difference between allocating and delegating tasks?" 

As stated by Abhinav in a published article on LinkedIn, "The imbalance of responsibility and accountability is the main difference between Delegation and Allocation." What does it mean? Delegation gives a real opportunity for your team to upskill, grow, and develop. Allocating tasks is merely assigning tasks without the goal of helping your team grow.

Although assigning tasks has its merits, delegating tasks offers significant advantages in terms of employee growth and engagement. Because delegation when done well delivers diversity and other intrinsic motivational incentives that make work so much more meaningful, it will be even more rewarding for the manager and team members.

Task Tips and Best Practices 

In order to accomplish our objectives and SMART goals, we define a particular number of tasks that we must do each day. We frequently take on more than we can handle in the fight to remain at the top of our game and maintain our competitive edge.

Even while everything appears to be of the utmost importance, something is off in your struggle to finish everything while maintaining your composure. Some of us have a lengthy list of things we want to get done before a given age or period. Others devote so much effort to honing a particular skill that by the time it shines, it is no longer relevant.

Time management and balancing workload are not just skills of project managers or superiors. In reality, these abilities should be embraced at every level, particularly when working in a team. Research by Cornerstone found that when workers believe they don't have enough time in the day to do their jobs, work overload reduces productivity by 68%. What tips and best practices should you do so you don't only allocate tasks but delegate them effectively?

1. Prioritize. Make a to-do list according to the order of priority

Even if to-do lists are classic, they are still more efficient and effective than ever. People used to keep handwritten notes for ideas and tasks back in the day.  There are smart to-do lists apps and software that provide notifications and reminders prior to the task's due date. 

2. Maximize productivity and minimize procrastination

To start, delegate the tasks to the right people. Don't do it tomorrow or the next day. Do it today. Having a lot to accomplish may be stressful, which is sometimes worse than the actual task. If you struggle with procrastination, it's possible that you haven't come up with a good task management strategy. You might express your lack of starting knowledge by procrastinating. It could not be laziness, but rather a matter of setting priorities.

3. Be motivated

Procrastination and a lack of motivation are closely correlated. When you lack motivation, you tend to get distracted. If you want to meet milestones and deadlines, be motivated.

4. Delegate and be involved

The reality of being overburdened can have a negative impact on productivity if it is not properly managed. At the end of the day, we're still just humans. When it comes to having patience, resilience, working under pressure, or finishing a task quickly, each one of us possesses a certain set of skills. So, delegate the right tasks to the right person in your team, and don't just stop there. Be involved. Leaving the stadium just because you're done delegating is a big no. Keep in touch with them and follow up on the progress of the tasks assigned.

Task Vs. Subtask 

Tasks and subtasks are quite similar. The only difference is that a subtask should be completed as an element of completing a larger and more complex task.

For example, the task is to increase your company's social media presence. So, what should you do to accomplish those tasks? That's when you have subtasks such as creating optimized posts and content on various social media platforms, scheduling them, interacting with your audience in the comment section, etc. 

The additional stages that make up a task are called subtasks. They are essential while working on large projects with a wide range of tasks. In some task management tools, You may create as many subtasks as you need in the task view, but you must first choose the parent task before you can create a subtask.

Why You Should Assign Tasks Effectively to Team Members

Enhance team productivity.

Efficient task assignment can work wonders for your team's productivity. When each team member knows their role and is well-suited for their tasks, they can focus on delivering high-quality results. Imagine a well-oiled machine, with each cog spinning smoothly and in harmony - that's your team at peak productivity!

Consider these points:

• Match tasks to individual skills : Ensure tasks align with your team members' unique abilities and expertise.
• Set clear expectations : Be transparent about deadlines, deliverables, and objectives.
• Foster collaboration : Encourage communication and collaboration among team members.

Nurture a Sense of Ownership

Assigning tasks effectively helps to in still a sense of ownership and responsibility within your team. When individuals understand their role in a project, they are more likely to take pride in their work and strive for excellence. It's like planting a seed - with proper care and attention, it'll grow into a strong, thriving tree.

Key elements to foster ownership:

• Encourage autonomy : Allow team members to make decisions and take charge of their tasks.
• Provide feedback : Offer constructive feedback and celebrate successes.
• Support development : Invest in your team members' growth through training and development opportunities.

Reduce Work Overload and Burnout

Nobody wants to be buried under an avalanche of tasks. By allocating work effectively, you can prevent team members from feeling overwhelmed and burned out. Just as we can't run on empty, neither can our team members - so, let's ensure they have a manageable workload.

Strategies to avoid overload:

• Balance workloads : Distribute tasks evenly and consider individual capacities.
• Encourage breaks : Promote a healthy work-life balance and remind your team to take breaks.
• Monitor progress : Regularly check in with your team members to assess their workloads and stress levels.

Boost Employee Engagement

An engaged employee is a happy and productive one. When you assign tasks effectively, you're laying the groundwork for increased engagement. Think of it as a dance - with the right choreography, everyone knows their steps and performs in harmony.

Steps to enhance engagement:

• Align tasks with goals : Ensure tasks contribute to the overall goals of your team and organization.
• Offer variety : Mix up tasks to keep things interesting and provide opportunities for growth.
• Recognize achievements : Acknowledge hard work and accomplishments.

Improve Overall Team Morale

Finally, effective task assignment can lead to a happier, more cohesive team. When everyone feels valued and supported, team morale soars. Imagine a choir, each voice blending harmoniously to create a beautiful symphony - that's a team with high morale.

Ways to uplift team morale:

• Empower decision-making : Encourage team members to contribute their ideas and be part of the decision-making process.
• Foster a positive atmosphere : Cultivate an environment of open communication, trust, and support.
• Celebrate successes : Acknowledge both individual and team achievements, and celebrate them together.

Tools to Simplify Task Assignments in Teams

Microsoft outlook: not just for emails.

Yes, you heard that right. Beyond sending emails, Outlook has task features that allow managers to assign work to team members. You can set deadlines, prioritize, and even track progress. Think of it as your digital task manager. How cool is that?

Google Docs: Collaboration Made Easy

A favorite for many, Google Docs allows real-time collaboration. Need to distribute tasks ? Create a shared document, list down the tasks, and voila! Everyone can view, edit, or comment. Ever thought of using a simple shared document as a task distribution board?

Trello: Visual Task Management

For those of us who are visual creatures, Trello is a game-changer. Create boards, list assigned duties , and move them across columns as they progress. Remember playing with building blocks as a kid? It’s pretty much that, but digital and for grown-ups!

Common Mistakes to Avoid

Assigning tasks effectively is a skill that every leader must master to ensure team productivity and employee satisfaction. While the tips provided earlier can help you get there, being aware of common mistakes in task assignment is equally crucial. Avoiding these pitfalls can save you from derailing your projects and hampering your team's morale.

1. Overburdening Skilled Employees

It's tempting to give the bulk of the work to your most skilled team members, but this can lead to burnout and decreased productivity in the long term.

2. Lack of Clarity in Instructions

Vague or unclear instructions can result in misunderstandings, leading to poor quality of work or project delays. Always be specific and clear about what is expected.

3. Micromanaging

While it’s essential to oversee the progress of tasks, hovering over your team members can undermine their confidence and create a stressful work environment.

4. Failing to Prioritize Tasks

Not all tasks are created equal. Failing to prioritize can lead to poor allocation of resources, with less important tasks taking away time and energy from critical objectives.

5. Ignoring Team Input

Ignoring suggestions or feedback from your team can result in missed opportunities for more effective delegation and stronger team cohesion.

6. One-Size-Fits-All Approach

Remember that each team member has unique skills and limitations. Assigning tasks without considering these factors can lead to ineffective results and frustrated employees.

7. Neglecting Follow-Up

Assigning a task is not the end but part of an ongoing process. Failing to follow up can result in delays and could indicate to your team that the task wasn’t that important to begin with.

8. Fear of Delegating

Sometimes managers avoid delegating tasks because they feel that no one else can do the job as well as they can. This not only increases your workload but also deprives team members of growth opportunities.

A significant aspect of a leader's duties is delegating assignments to team members effectively. The secret to a manager's team functioning like an efficient machine is wise delegation.

Because of delegation, you won't have to spend hours on work that someone else can complete more quickly. Trying to handle everything on your own can quickly wear you out, regardless of your knowledge or expertise. Effectively delegating tasks enables you to keep on top of your own work while assisting team members in acquiring new abilities and developing a sense of comfort with taking ownership of tasks. 

Proper delegation of tasks also provides managers and team members with a learning opportunity since it enables everyone to build trust and become accustomed to exchanging comments and showing each other respect and appreciation.

Less is more when attempting to boost your team's output. Your team may become burned out if you try to increase their production too rapidly. In contrast, if you're too aggressive, your team can lose interest in their work and productivity might drop. Keep in mind that everyone will be more productive if they are part of the decision-making and execution process.

If you want to delegate tasks with ease and convenience, go for Edworking . This management tool lets you assign tasks and oversee your team's progress in a specific task. You can also conduct meetings to meet your team.`

Know that productivity greatly matters. With the right knowledge of assigning tasks to your team members, you can maximize productivity. Thus, achieving the goals and objectives of your organization.

What is the best way to assign tasks to team members?

Recognizing and understanding each member's unique strengths and expertise is paramount. Instead of assigning tasks randomly, it's always better to match each job with the individual’s skill set. Consider open dialogue, seek feedback, and ensure the assigned tasks align with both team and individual goals. It's a bit like giving everyone their favorite role in a play; wouldn't they shine brighter?

How do you assign tasks to a team in Teamwork?

In Teamwork, tasks can be assigned effortlessly. Start by creating a task list, then add individual tasks. Within each task, there's an option to 'Assign To.' Simply choose the team member you wish to assign the task to. Think of it as passing the baton in a relay race – each person knows when to run and when to pass it on!

Why is it important to assign tasks to your team members?

Assigning specific tasks helps in streamlining the workflow, ensuring accountability, and reducing overlaps or gaps in responsibilities. It also empowers team members by giving them ownership of their work. Have you ever seen a football team where everyone runs after the ball? Without clear roles, it's chaos!

How do you politely assign a task?

Start by acknowledging the individual's capabilities and expressing confidence in their ability to handle the task. Then, clearly explain the job's scope, expectations, and its importance in the overall project. Think of it as offering a piece of cake, not dumping a plate on their lap!

How do short term goals differ from long term goals?

Short-term goals act as stepping stones towards achieving long-term goals. While short-term goals focus on immediate challenges and tasks (think weeks or months), long-term goals look at the bigger picture and can span years. It's like comparing a sprint to a marathon. One's quick and intense, the other's about endurance and the long haul.

What is Work Assignment? – Advanced Work Assignment (AWA)

Work assignment, a fundamental concept of professional realms, refers to allocating specific tasks or duties to individuals or teams within a certain timeframe.

These assignments, which can range from simple tasks to complex projects, serve as the backbone of productivity, facilitating the efficient functioning of an organization.

By clearly defining roles, responsibilities, and deadlines, work assignments ensure that each member is aware of their contribution towards the broader objectives.

This post will explain the work assignment, its scheduling, and its benefits. It will also discuss automated and advanced work assignments.

What is a Work Assignment?

A work assignment or job assignment refers to a task or set of tasks allocated to work centers , an individual, or a team within a specific timeframe. Depending on the context, it can be part of a larger project or an isolated task. 

It helps distribute the workload evenly among team members, ensuring everyone knows their responsibilities and keeping track of progress toward goals.

Automated Work Assignment

Automated assignment of work helps to reduce the stress on employees. It saves the project manager time because the auto-assignment manager does not need to remind his team about the work. The system only gives notifications to the team.

Automated work assignment is when a computer system assigns work to employees based on predefined criteria in an automatic workflow. This can include skills required for the task, availability of employees, and other factors.

The use of automated work assignments can help to improve efficiency and accuracy within an organization.

Managers can efficiently assign work to minimize downtime and maximize productivity by considering employees’ individual skills and availability.

Automated systems can also help to ensure that tasks are appropriately distributed among employees, thus avoiding potential conflicts.

The advantage of the automatic assignment is it helps to deliver the project faster by avoiding confusion and rework because the task is assigned when all the requirements are entirely available.

Advanced Work Assignment

Advanced Work Assignment (AWA) is a methodology organizations use to create and assign work tasks to employees based on their skills, abilities, and interests.

This approach can help improve employee productivity and satisfaction while reducing organizational costs. 

It can effectively engage employees in their work and maximize their potential when appropriately implemented.

One of the critical benefits of it is that it allows organizations to optimize their resources and assign work that is most suited to each employee’s skills, abilities, and interests.

This helps improve productivity by ensuring employees are matched with tasks they can complete while fostering engagement and satisfaction.

Additionally, it can help reduce organizational costs by ensuring that employees are assigned work within their abilities and do not require excessive training or support.

Despite these benefits, some potential challenges are associated with using AWA.

For example, employees may sometimes resist or feel uncomfortable with being assigned work outside their comfort zone or feel they are not allowed to develop new skills.

Additionally, accurately assessing each employee’s skills and interests can be challenging, leading to some employees being assigned work that is not well-suited.

Therefore, it is essential to carefully consider whether or not AWA is right for your organization before implementing it.

When appropriately used, Advanced Work Assignments can effectively improve employee productivity and satisfaction while reducing organizational costs.

Scheduling of Work Assignment

When you are using a computerized system to schedule work, it is essential to know that some factors affect employees’ performance before uploading the names of employees in the system.

This includes understanding how these applications operate and considering what kind of factor affects them most when deciding which option will be best suited for your business needs!

You can utilize manual assignment or auto-assignment for scheduling once you get it.

The following are some tips for scheduling the assignment.

1. Examine the type of work

It is crucial to find out the type of work. For example, some work has to be done in one department. However, some work must be divided between the different departments, and those departments must develop internal work procedures.

2. Analyze the skills of the employees

Each employee has their talent. So before scheduling the work, making one flowchart of the work process is better.

After analyzing employees’ skills, assign the work in the flowchart to the specified employees. Also, keep one backup person if the designated employee cannot perform the job.

3. Calculate the required time

Go through the flowchart and calculate the time required for each stage of the work or project to streamline the work process and complete the job efficiently.

4. Avoid the duplication of work

When you assign laborers to different fundamental processes, there will be a chance of duplicating work because all the laborers do jobs not mentioned in the flow chart.

Hence, carefully check the workflow across the organization and ensure there is no work duplication.

5. Provide a clear idea to the customer

Provide a clear idea to the customer about communication. That means informing him clearly to whom he should communicate to get information about the project and assigning a specified person.

Considering customers’ expectations is critical to set company standards. It helps to learn the market standards also. It will be achievable when you do a proper work assignment.

Important Information that Works Assignment Contains

Work assignment contains mainly these four essential pieces of information. They are

• Which task is to be done : Clearly explain to the employees which task to be taken based on priority.
• The reason for doing that task : When you assign new work to the employees before completing current work, you need to explain its reason.
• What standards should completed tasks meet: Let employees know about the evaluation of the completed job.
• All-motive directions: This means telling the employees to inform their managers about the completed task and the problems they face while doing the tasks.

Benefits of work assignment

• It is easy to track who is responsible for which work.
• It contains some information like which task to be done as per the priority, what must be the standards of the completed task, etc. It helps the assigned person to do the job efficiently.
• By assigning work to a particular team or a person, they know which work to do as per the priority and do that work efficiently to increase customer satisfaction.

What are the components of Advanced Work Assignment (AWA)?

The components of Advanced Work Assignment (AWA) are: -Work Instructional Package (WIP) -Task Guide -Performers Instructions -Standard Operating Procedure (SOP) -Work Area Layout diagram.

What is Standard Operating Procedure (SOP)?

Standard Operating Procedure (SOP) , often shortened to “the SOP,” is a standardized plan adopted by an organization for the orderly and efficient carrying out of various activities such as work, production, or services.

The SOP is a company-wide standard that includes everything from greeting coworkers in the morning to what to do if there’s a fire.

While it may appear overly restrictive at times, its goal is to minimize variation and mistakes. Every business activity has at least one best practice that can lead to success and efficiency if adhered to deliberately and consistently.

What is a Work Instructional Package (WIP)?

A Work Instructional Package (WIP) is a document that provides step-by-step instructions for performing a specific job or task. It may also include diagrams, photographs, and illustrations to help clarify the steps involved.

WIPs are generally used in manufacturing and production settings but can also be helpful in other types of workplaces.

For example, if you work in an office and need to learn how to use a new software program, your company might provide a WIP outlining the steps to install and configure the software.

The proliferation of technology has led to an increased demand for automation. Companies have found a balance between humans and machines using automated work assignment software, or AWA. Automatic job assignments can be used in many industries, from IT support to sales call centers.

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Short-Term Work Assignments: Maximizing Benefits, Mitigating Risks

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This article was updated on September 3, 2018.

Short-term work assignments — typically less than a year — offer a wide array of benefits for both businesses and employees. It's no wonder such assignments have been increasing. According to Mercer , "Companies are using a more varied range of assignments in order to respond to evolving business needs and changing patterns in the global workforce." These short-term work assignments allow businesses to mobilize skills and grow their organization while developing employees at the same time.

Here, we'll examine some of the benefits and risks.

• The organization fills a skills gap by relocating an employee where their capabilities are needed. Also, the employee can train others and help close the skills gap.
• The organization increases productivity and avoids adding to its headcount by not having to hire from the outside.
• The reassigned employee gains invaluable experience. They expand their network and learn how the business operates in a different place. Even more, the challenges of adapting to a new location will draw out leadership qualities. In fact, many businesses explicitly use short-term assignments as a development tool for employees with high leadership potential.
• The employee's morale increases after being recognized for their expertise.
• The organization attracts candidates who are adventurous and eager for a challenge.
• The employee has to adapt to a new city, state or country. They also have to adapt to a new team and space, which will take patience and emotional intelligence. It's here HR can help by supporting integration.
• The employee may be left with unclear goals. This can be avoided by laying out organizational and individual goals in advance. HR and the employee can discuss how to track these along the way.
• The organization must deal with any compliance complexities that come up. However, HR simply needs to integrate the employee into its labor-related compliance system. While reassignments will likely increase compliance risks, having the right systems in place to accommodate reassigned employees will best manage and mitigate those risks.

Clear communication between HR and reassigned employees will be a critical success factor. HR systems must be in place that support the needs of short-term assignments, in terms of tracking employee performance, facilitating a smooth transition and ensuring compliance needs are met no matter where the assignment occurs.

Having a powerful technology platform in place to accommodate employee reassignments, such as time and labor management (TLM) systems as well as other vital HCM systems, will serve as a firm foundation upon which you can build success for any reassignment.

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5 Types of Homework Assignments for a Skills-First Hiring Process

CVs and interviews don’t predict job performance, but work assignments can.

It’s really simple; hiring managers need to place competence in context to assess candidates’ technical and interpersonal skills .

If a structured interview process can help flush out candidates with the right attitude and cultural alignment, homework assignments can highlight people with the perfect skillset for the role.

And for a hiring manager, the hiring confidence when selecting between candidates who list the right skills on their resume and those who nail take-home tasks is like night and day.

Curious if work assignments could be a good fit for your company? In this article, we discuss:

• what a homework assignment is all about
• why companies prioritize work assignments over interviews
• how to reassure candidates that work assignments aren’t ‘free work’
• the easiest way to incorporate take-home tasks into your hiring process
• five tips for designing an effective homework assignment

Let’s dive in!

What is a homework assignment?

A homework assignment or an interview project is a task given to a candidate during the interview process that tests whether they have the right skills for a role. Typically these assignments take about an hour or two to complete and have a specific deadline. But they can be more detailed and take up to 5 hours or longer, depending on the role seniority or complexity.

We recommend sticking to a maximum of two hour-projects to keep it fair and reasonable for candidates. As a hiring manager, your main goal is to get a reliable snapshot of a candidate’s technical fit for the job – not to subject applicants to NASA-level testing.

Alternatively, you could swap homework assignments for paid test projects. While many candidates frown upon the idea of completing longer take-home tasks for free (who doesn’t hate free labor?), paid projects are generally accepted as a reasonable alternative. Learn how we leverage paid projects at Toggl Hire.

If a candidate won’t complete an assignment that takes less than 2 hours of their time, likely, they aren’t really interested in the role. So it also doubles as a reliable method to screen out prospective bad hires .

Why do companies ask candidates to complete homework assignments?

Homework assignments help companies get a better idea of a candidate’s strengths and whether they’d be a good match for the role. It’s a bit like shopping online. Seeing a new pair of sneakers you want in a 2D image is great. But getting a fully immersive AR experience really brings the sneakers to life and builds your confidence you’re making the right choice!

These days, many companies prioritize work assignments over interviews , as the typical interview process is outdated. Interviews and CVs alone don’t help the hiring team explore a candidate’s actual abilities. Why? Well, firstly, candidates sometimes exaggerate their qualifications on CVs. Plus, a potential candidate could be great in an interview scenario but terrible at the actual job.

Another reason interviews are passé is that they can open up the hiring team to potential cognitive bias (hiring someone very similar to you). This might seem kind of nice, but in the end, you’ll have less diversity if everyone you hired was a mini-me, right?

Yet, interviews do have an important role to play in the hiring process. But not right in the beginning, necessarily. Shifting the interview portion further down the hiring process steps helps companies focus on quality candidates rather than the search for quality candidates. They could rather confirm the technical fit through skills assessments and then dig deeper during the second interview.

According to HBR, prioritizing homework assignments over interviews can help recruiters better match true competency with the job requirements:

One of us (Jeff) spent several years hiring writers for our firm. He used a scenario-driven writing assignment, administered after a short introductory call, to assess skills. Many publications use writing or editing tests for job candidates, but Jeff approached the task more analytically than most: After receiving the assignment, he conducted a follow-up conversation to understand not just what was on the page, but the candidate’s choices in crafting it. Not only did this give us a sense of how a candidate would perform, but they got a much better sense of the job itself, as we related elements of the task to actual role expectations. By using the same exercise repeatedly, it also built a database of responses over time, a positive feedback loop to better assess the next candidate. Geoff Tuff, a principal at Deloitte Consulting LLP – Harvard Business Review

The real benefits are that work assignments and skills assessments paint a truer picture and can also:

• help identify the best person for the job
• reveal an applicant’s work ethic
• reduce the risk of selecting candidates that have lapsed technical skills (especially with the rapid evolution of technology)
• are easy to deploy at scale – you can narrow down the number of applicants from 500 to 50 to save the hiring team loads of time
• help organizations draw in non-typical but strong candidates that broaden the team’s diversity, equity & inclusion
• reduce the risk and cost of a bad hire

What do candidates gain from completing homework assignments?

Job seekers may not often feel enthusiastic about interview assignments. And we get it. People are busy juggling so many things in their day to day that adding one more can feel overwhelming. But those who look at the bigger picture see it as an opportunity to shine.

Work assignments are a foolproof way for job seekers to demonstrate their skills and expertise . And if candidates happen to have any gaps in their experience, they can still demonstrate their aptitude through an online assignment.

It’s also an easy way for candidates to show they’re truly interested in the position and the employer and stand out from the crowd of other applicants.

Not only do these task projects give them a peek into their potential day-to-day responsibilities , but it’s also a window into whether the role is a good fit for them in the long run .

If they find the task takes too long or that the topic or sector is dryer than toast – they should put their sights elsewhere. But if it’s all systems go – then they’ve already got a head start on producing what’s needed for the role.

5 Types of take-home interview assignments

Take-home interview assignments are a popular choice for assessing technical and creative candidates. But now companies are seeing the benefits for other roles too.

Three things that hiring managers should consider for all these types of interview assignments:

• Letting candidates know about the test beforehand. That way, they’re not surprised and feel they’re starting off on the wrong foot.
• Automating everything they can in the testing process, so they don’t leave candidates high and dry in between lengthy hiring phases.
• Using the data they gain from these tests and candidate feedback to update their hiring process.

And now, onto the examples of homework assignments.

#1 Basic skills screening

Quick skills screening tests as a pre-qualifying step can help reduce the volume of applications without any manual effort. That means no manual resume screening or individual candidate feedback.

As applicants get instant feedback via skills test results (they either pass the required score threshold and move on or stop there), recruiters and hiring managers benefit in three major ways: 1) they save hours of their time by automating CV screening; 2) they can easily identify qualified applicants who should move to the interview stage; 3) they ensure a great candidate experience with modern skills-based hiring practices.

Good practices:

Keeping the tests short and sweet to respect candidates’ time and effort. We’d recommend 15 or 20-minute assessments at the kickoff. However, it’s important to ensure the tests are hard, so they actually act like a quality filter for your candidate pipeline.

Bad practices:

Focusing too much on theoretical, bookish questions that make the test feel like a school exam can harm your test completion rate and prevent great candidates from submitting their applications. Additionally, making the screening tests too long or too intrusive (e.g., taking snapshots through the computer camera) can create an unnecessary barrier and reduce your chances of sourcing top-quality people.

#2 Pre or post-interview coding challenges

While a job interview can help hiring managers assess interpersonal skills, such as communication , teamwork, or motivation, it’s not the best medium for evaluating hard skills . Online coding tests help the hiring team select technically capable developers that can contribute to the business.

A recruiter would typically source candidates with the right programming languages listed on their profile or resume. And then, it’s the hiring manager’s responsibility to work out if the applicant has what it takes to write good code. Easier said than done!

That’s why a coding assessment as a homework assignment has become the norm in tech hiring, and most developers are willing to take them on.

Remember, though; candidates don’t owe you free work. Your approach to designing a coding test will determine whether people continue in the hiring process or drop off.

First of all, decide what you want to assess and why. If you’re hoping to ascertain a candidate’s troubleshooting and problem-solving skills, time-boxing the assignment wouldn’t work to your advantage. The candidate can always use the ‘lack of time’ as an excuse for lower-quality work.

Another thing to remember is to set the test at the right skill level, depending on whether it’s a junior, intermediate or advanced role.

Testing skills that are nice to have or don’t match the role is a common mistake. Focusing on too many topics requires candidates to switch context from question to question – which is often confusing and tiring in such a short span of time.

Another issue employers run into is using clunky testing software that candidates need to figure out on the fly. If it takes effort to learn the platform or the platform doesn’t have the required features, developers will have to pay the price.

#3 Portfolio reviews and spec work during the job interview process

Ask any creative about their opinion on spec work, and you’ll likely hear that it sucks. And there are good reasons for graphic designers, writers, and other creatives to hate this kind of work – why should they commit to the project without any promise of payment?

If you’re hiring a professional from the creative field, we highly recommend starting with a live portfolio review . That’s when a candidate can take the interviewer through specific portfolio examples and share the backstory and lessons learned from that project. With creative roles, it’s often the unique style and quirks alongside the technical skills that can help determine the best person for the job.

However, sometimes paid spec work is a much fairer and more accurate way of getting insight into a candidate’s skillset. For tasks that require a highly personalized approach or solution, going the freelance gig route can yield better results.

Inform candidates ahead of time that you’d like to review their portfolio during a live interview. This will give them time to prepare and update their work samples. Ask questions that relate to their portfolio, even if the current samples don’t match your brief – you want to understand their creative process and practices. For paid spec work, make time to discuss the brief in person and agree on a check-in schedule to ensure work progresses in the right direction.

Springing this on the candidate without any warning and expecting the work to be delivered on a short deadline is a questionable move. Even if you’re opting for paid spec work, bear in mind these tasks are often completed in a vacuum and should be evaluated through a less critical lens. And finally, the not-so-secret secret: most creatives are terrible at maintaining their portfolios up-to-date. Giving them the heads-up will increase your chances of selecting the right talent.

#4 Time-boxed homework assignments that go in-depth to evaluate candidates’ competence

This type of home assignment can take many forms – from asking a marketing professional to write a press release for a product launch that already happened to requesting a business analyst to extract key insights from a dataset.

To ensure it’s not perceived as free work, time-boxed assessment projects often focus on real-world business problems that have been solved internally. This way, you can benchmark candidates’ work against your internal quality standard and reassure candidates of your intentions. The sole purpose of interview assignments is to confirm candidates’ technical fit in an efficient manner.

Keep the topic or assignment relevant to the role, and limit the necessary time it’ll take to complete to about 2-3 hours. Remember that the clarity of your brief will largely determine the quality of the deliverables, so be specific about your expectations.

Expecting someone to take 5-10 hours out of their busy schedule for an unpaid assignment is unrealistic.

#5 Paid projects during the interview process

Interviewing is exhausting for both the candidate and the interviewer. So it’s unsurprising that paid interview assignments have been gaining in popularity in recent years.

As a hiring manager, would you rather spend hours of your time interviewing candidates to filter out the bad apples or use the job interview as a way to get to know potential hires?

Homework assignments are exactly that – a simple, efficient method for spotting A-level candidates with the right skills for the job.

As you confirm the technical fit before the interview, both parties can focus on aligning on other important factors, such as the organizational fit , team culture, and manager expectations.

However, many employers have realized that the sentiment around homework assignments has shifted from acceptable to immoral, as applicants began calling assignments ‘free work’. Research shows that drop-off rates increased when candidates were asked to complete a take-home assignment.

Enter paid homework projects.

The perfect combo of practical competency assessment and paid work. Since the candidate receives compensation for their time, these types of assignments can be longer and more complex.

Anything from analyzing the growth funnel to tackling a programming challenge to designing an effective product onboarding experience can serve as a homework assignment idea.

What’s important to note is that these kinds of work assignments allow employers to get a glimpse into a candidate’s work ethic , thinking process, time management, and many other skills that are impossible to assess during the interview process.

If you’re paying for their time, treat them like consultants: provide access to important information, answer their questions and connect them with the right people internally. And be sure to outline the recruitment process at the very start; not everyone will happily take on a bigger commitment project, even when it’s paid.

As a hiring manager, stay in touch throughout the recruitment process to lay the foundations for a good working relationship. Provide clear requirements and timelines to reduce stress, and don’t forget about fair compensation – going below the market rate is disrespectful.

A great way to cause unnecessary stress is to ask candidates to present to a large audience or high-level execs they would never work with on a day-to-day basis.

Be sure to provide a clear agenda for the presentation call ahead of time and prep your interview panel for follow-up questions.

The work assignments and interview process windup

Work assignments are a good thing for companies and candidates alike. The result is like the difference between speed dating and a real dinner and a first date. Yes, they’re both exciting, but in the case of hiring, you need to hire someone that can demonstrate they have the right skills. The cost of hiring the wrong candidate is just too high for companies.

To find truly interested candidates, who have the right aptitude, introduce your team to the benefits of work assignments. You’ll save both parties loads of time and the hassle of a dragged-out interview process and other redundant hiring steps.

If you’re ready to explore how to transform your business’ hiring process from a time-consuming to a slick candidate pipeline, we leave you with five simple tips on designing an effective homework assignment.

5 simple tips for designing a great homework assignment:

• Replace resume screening with basic skills screening. Start the sifting process early with a quick skills screening test . This will weed out the bad eggs and leave you with a selection of good potential candidates.
• Make your assignment brief and easy to understand, and explain the key outputs you expect.
• Match the level of the homework assignment to the level of the role. Unrealistic tasks will only scare people off.
• Don’t request candidates to solve super-specific business problems. Make the assignment generalized, not based on a super specific problem your business is experiencing.
• Give the candidate a chance to show and tell. That way, you get insight into their thought process, presentation skills, and even emotional intelligence when their viewpoint is challenged.

Have a peek at our Test Library for more assignment ideas, and good luck!

Juste loves investigating through writing. A copywriter by trade, she spent the last ten years in startups, telling stories and building marketing teams. She works at Toggl Hire and writes about how businesses can recruit really great people.

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Workload management: How to manage your team's workload

Imagine a team overwhelmed by tasks, facing tight deadlines, and escalating stress—a scenario all too familiar in many workplaces. In such situations, understanding workload management becomes essential. Discover how the right combination of intuitive tools and strategic approaches, like agile methodologies and effective task distribution, can turn this challenging scenario into a story of productivity, balance, and team harmony.

What is workload management?

Workload management is the process of efficiently distributing and managing work across your team. When successfully done, workload management maximizes employee performance and helps melt away chaos, leaving you and your team feeling satisfied at the end of each day rather than overwhelmed . Team members will feel confident about their work volume and deliver higher-quality work at a faster pace.

Why is workload management important?

Recent research shows that 80% of global knowledge workers report feeling overworked and close to burnout . Further, four out of five (82%) employees say they feel less engaged at work when they’re stressed. Workload management enables you to distribute work across your team more effectively, which not only reduces burnout for stressed employees but also prevents them from feeling overworked in the first place. Workload management tools provide real-time insight into the tasks your team has on their plate, so you can manage your team workload effectively and promote balance, not burnout.

The five-step guide to workload management

If you haven’t given much thought to workload management, you’re not alone; the International Institute of Directors and Managers reports that few people are actually trained in this much-needed skill.

The good news is there are tools that can help you keep everyone and everything moving forward simultaneously (see item five below). But in order for a tool to really help you manage your team members’ workloads, you’ll need to make sure some of your other project management skills are in prime shape. Put these five steps into action so you can successfully manage your team’s workload.

1. Figure out your team’s workload and capacity

With your team’s work scattered among multiple different project briefs , plans, and tools, it’s hard to understand just how much total work you all need to tackle. Having that knowledge is key to figuring out how much each team member is doing or what they can take on. You can get past that and figure out what your team’s workload actually is by getting your plans in order:

Put together a full list of projects and processes your team is responsible for. These can be projects your team is driving, or cross-functional work they'll be contributing to.

Determine the scope and timing of work for each. Are these big, complex projects with multiple deliverables or are these smaller in scope? How much of each project or process is your team responsible for?

Break down projects into smaller tasks and workstreams. Once you have a big picture understanding of your team’s work, use a work breakdown structure to break it into smaller chunks so you can know what their weekly or daily loads look like.

Prioritize work based on importance and urgency. This way, you’ll also know what your team needs to tackle first through a needs assessment and can better schedule when you’ll be working on each project.

Knowing how much work you need to tackle is only one half of the equation, though. You’ll also have to know how much bandwidth your team and each individual has. Once you’ve taken into account meetings, vacations, and recurring responsibilities, how much does each team member have left to devote to these projects? Assess each team member’s workload, or ask them to do so for you, to get a sense of what else they can take on.

Workload measuring example:

Your analytics team has to produce nine different reports in Q2. It’s a mix of new reports that will take longer to build, and repeatable ones they already have systems set up for. Before you start assigning them out to individual team members, get an understanding of timing (when does each have to be delivered by), importance (what work is this blocking?), and the amount of time you expect it to take to create each.

Based on this research, you now know how much additional work your analytics team is responsible for. You may have even discovered that it’s too much for your small team’s bandwidth, but knowing that some of the reports are low-priority, you can smartly defer less important requests in favor of more impactful ones.

2. Allocate resources and break down individual workloads

Now that you have an overview of everything your team needs to do, you can now figure out who will be working on what and when. And while assigning out the individual pieces of work may sound straightforward, as the sage folks at the Harvard Business Review report have pointed out, workload management can actually be quite complicated.

Resource allocation can help you effectively identify and assign available resources to an initiative. If you've never tried resource allocation before, use these five tips to keep everyone’s workloads balanced and manageable:

Assign the highest-priority work first. Order your team’s to-do lists and projects in terms of priority, and work on staffing the top priorities first.

Balance start and due dates. Now that you know who will be doing what, start scheduling each task or project. You can also implement time management strategies, like time blocking , to help team members be more intentional about their work.

Make sure you’re matching the right people to each task or project. Take into account their availability, as well as their skill sets and experience.

Include your team in the conversation by asking them what extra bandwidth they believe they have. Not only will they know their own workloads and capacities the best, but they’ll also feel more empowered when you involve them in planning.

Always let someone know why you’re assigning a particular task to them. This is a great way to increase engagement and set expectations from the outset.

Resource allocation example:

You need two people to work on ad designs for an upcoming campaign, and have five people on your team. You could assign the work randomly, but you’ll get better results if you look at team members backgrounds’ (e.g., have they worked on previous campaigns before?), check for any team members who may already be overloaded, then ask your top picks if they feel they have the capacity to take on this new project .

3. Check in with your team members and adjust workloads as needed

Even the best-laid plans and project timelines hit roadblocks, and you’ll need to be prepared to make adjustments in real time before deadlines are missed.

To proactively manage and track each team member's current task list, implement regular 1-1 check-ins as a key part of your workload management strategy. If those check-ins reveal that a team member feels overloaded with responsibilities, check to see who might be able to take on something else.

When you reassign tasks or projects, be sure to communicate with your team about the changes so they understand why they’re now being pulled in a different direction. This can be done via a change control process . Alternatively, consider coaching opportunities to help them become more efficient and organized and always recognize your team members’ hard work.

Check-ins example:

You’ve noticed that two of your account managers are staying late night after night, and another one is emailing you in the wee hours of the morning. This could be a sign they’re overloaded. Schedule check-ins with each person on your team to see where they stand with their work; offer to shift or defer responsibilities if needed; and provide coaching to anyone who reveals a need. If you don’t already, schedule regular check-ins for each team member going forward to avoid similar problems cropping up in the future.

Pro tip: Don’t forget about team culture

In addition to 1-1 check-ins, make sure to save time for team-wide moments of connection and celebration. Whether your team is in the office, distributed , or remote , it’s important to have face time and connect. Depending on the size of your team, consider planning a weekly stand up meeting , a biweekly happy hour, or a larger monthly gathering.

4. Improve team efficiency when workloads are heavy

While you’re mainly focused on the big picture, encourage your team to develop their own system to manage their workload. When there’s a lot to do, it’s important that they’re doing the right things, efficiently.

Suggest time management strategies that fit their individual styles, like timeboxing or time blocking .

Minimize the amount of meetings the team is required to attend. Find new ways to communicate that don’t take as much time.

Help your team understand what project management is and how an organized plan saves time.

Team efficiency example

One of your direct reports always turns in their work early, and through conversations you learn that they have been using some new strategies to work more efficiently. Encourage that person to share their experience with the team, and consider creating a shared space where team members can post time-saving tips as they come across them.

5. Onboard a work management tool

Imagine being able to see everything that’s going on with every project and every team member in one single location . Talk about saving time. Using a work or project management tool does just that.

When you adopt a work management tool, every team member is able to see how their work feeds into larger team and company initiatives. Communication happens within tasks, so finding the information you need takes five seconds instead of five minutes. Timelines keep everyone on track because projects can be viewed individually or together.

Work management tool example:

You’ve loaded all the tasks and steps of your production schedule into a workload management tool, and work is moving smoothly. Because all team members have a view of the status and where they fit in the process, you’re able to avoid conflicts and save time.

Pro tip: Establish team conventions

The best work management tool is one your entire team is using. But it’s important to set team conventions and best practices for using your tool. Not only will that make it easier for your team to adopt your new tool, but it’ll also reduce the barrier to entry, because your team won’t have to worry that they’re using the tool "incorrectly." Your work management tool should have a how-to guide and videos to help you get started—set some time aside to go through those with your team and establish shared conventions.

Common team workload management issues

Effective team workload management is fundamental to project planning , and the first step toward improvement is to identify common issues that affect a team's performance. Uncovering these challenges not only helps with workload balancing but also strengthens team productivity and employee satisfaction. Here are some prevalent workload problems teams face.

Unrealistic expectations

Unrealistic expectations often stem from a disconnect between project schedules and actual team capacity. For instance, setting aggressive deadlines for complex tasks without considering the team's current workload or external dependencies can lead to stress and burnout. This misalignment is common in environments where milestones are prioritized over realistic deadlines.

Introducing workload management software can help in setting more realistic deadlines by providing visibility into team capacity and dependencies.

Uneven workload distribution

Uneven workload distribution occurs when some team members are overloaded while others are underutilized, which can lead to resentment and decreased team morale. 

For instance, if a few team members consistently handle the majority of important tasks, it might indicate a need for better workload balancing. Tools like Gantt charts and task management software can aid in identifying and correcting these imbalances.

Under-resourcing

Under-resourcing occurs when there's a gap between the workload and the resources available, including personnel, tools, or time, to complete the task at hand. For instance, expecting a small team to handle a large volume of project tasks without appropriate workload management software or sufficient time can lead to missed deadlines and decreased quality of work.

This calls for effective resource management and capacity planning to ensure that teams have what they need to manage their workload efficiently.

Over-demanding work culture

An over-demanding work culture often prioritizes quantity over quality, expecting team members to multitask extensively. This can be seen in environments where back-to-back team meetings, constant multitasking, and long hours are the norm. 

This often leads to decreased team productivity and a negative impact on overall team morale. However, emphasizing well-being and incorporating time tracking can help create a more balanced environment.

Effective workload management tips

Maximizing the full potential of your team requires more than just identifying issues; it demands practical solutions. Integrating tools for managing workloads, along with practical strategies, makes for a supportive and productive workplace. 

Prioritize and set realistic deadlines: Use workload management software to categorize your team’s tasks and subtasks by urgency and importance. This ensures alignment with team capacity and project milestones.

Introduce agile methodologies: Adopting agile practices like scrum or Kanban can improve any team’s workload management process. These methodologies help team leaders regularly reassess workloads and ensure tasks are distributed based on goals and resources.

Implement effective resource management: Ensure all necessary resources are available for efficient task list completion and to avoid bottlenecks in project planning.

Foster open communication: Encourage regular team meetings and open dialogues to discuss workload distribution, dependencies, and over-demanding tasks. Effective communication helps maintain a healthy work-life balance and ensures that everyone is on the same page.

Integrate automation and project management tools: Streamline workflow with automation and use project management software to optimize team productivity. To-do lists and automated reminders can be effective in keeping the team focused and organized.

Monitor and adjust workloads regularly: Use time tracking and workload management software to measure and adjust the team's workload so that tasks align with project goals and schedules.

Encourage a culture of well-being: Promote a work culture that values team members' well-being , sets boundaries for work hours, and prioritizes tasks without compromising personal time.

FAQ: Workload management 

How can i manage conflicting deadlines and priorities.

Workload management isn’t always as smooth as we’d like it to be. Sometimes the team members who are best suited for a project are already busy with another, equally high-priority initiative. Sometimes, your entire team is in crunch mode, and it’s hard to imagine adding more work to their plates. While there may not always be a perfect answer, knowing your team’s workload in advance can help you anticipate these resourcing problems and address them before they hit.

For example, if you know there’s an upcoming, high-priority deliverable with a short turnaround time, can you shift lower-priority work earlier or later in the month? When you have a window into your team’s bandwidth, you’re better equipped to help them manage their workload—both in the near and long term.

How can I empower my team to be more effective and efficient?

Efficient teams do things right, whereas effective teams do the right thing. Ideally, you want to empower your team to be both efficient and effective in order to ensure they’re doing the right thing.

If you don’t already, make sure everyone on your team is using the same work management tool so they have clarity on who’s doing what by when. Your work management tool should also easily integrate with your favorite business tools, so your team spends less time switching between apps and digging through spreadsheets and more time on their high-impact work. And of course, look for a work management tool that has a built-in workload management component, so you can track team workload right where work happens.

What are the strategies for managing workload?

Workload management strategies include task list prioritization, effective delegation, setting realistic deadlines, conducting regular team meetings, and adopting agile methodologies. These strategies collectively contribute to optimizing team efficiency and enhancing project management.

How do you track and manage workload?

Tracking and managing workload effectively generally requires workload management software that monitors your team’s tasks, sets deadlines, and assesses team capacity. Regularly reviewing and adjusting workloads based on project schedules, milestones, and team feedback is also important for maintaining balance and ensuring efficient task completion.

Set your team up for success

Are you feeling empowered to improve your time and workload management skills ? Remember, workload management is all about efficiently assigning work, managing those tasks, and updating stakeholders on your projects. The tips we’ve outlined above, combined with a work management tool like Asana , can help you sort through conflicting deadlines and priorities to manage your team’s heavy workload.

Related resources

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What is self-management? (7 skills to improve it)

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How to delegate effectively: 10 tips for managers

Tips for Allocating Work Assignments

It’s probably a no-brainer that improper delegation of tasks has obvious consequences, such as increased frustration, stress and workload. The quality of work and team morale may suffer while trust, productivity, efficiency and profitability dwindles. In such a situation, the organizational structure fails, clients’ trust dies, reports of unaccountability emerge, staff may underperform and project failure becomes imminent. This is why it’s vital to ensure that work assignments are delegated efficiently and to the appropriate team member.

Approximately 94% of companies lack exceptionally good management. The 6% of firms with excellent management culture and style tend to be dedicated to their workforce and team building rather than external stakeholders.

Achieving excellence in organizational operations is an enormous challenge for most organizations and begins with the manner and style of delegation of assignments.

Management has to choose the right team , build trust and accountability , develop its team through delegation, manage performances, have tough conversations and acknowledge and reward excellence to enhance employee engagement and lower turnover.

What exactly are work assignments?

Work assignments are remarkable tools for enhancing employee growth and must be managed deliberately; otherwise, they could limit efforts towards building a diverse workforce.

Evidence shows that experimental learning accounts for 70% of leadership development , particularly, effective delegation of work assignments.

Work assignments are tasks that are deliberately designed for organizational purposes. They are allocated to staff to achieve results. In the simplest terms, these assignments are activities or projects for a specific end. Work assignments should come with a task description, deadline and expected results.

Work assignments tips

Why delegate work assignments?

Employee empowerment.

Managers with great team building skills understand the importance of instilling trust in team members for enhanced morale and performance because they believe they are wired to drive organizational objectives.

Strengthens trust

Assigning work means trusting the employee’s ability to achieve a particular result through task performance. Frequent delegation builds the trust needed to create collaborative skills within organizations.

Helps lower workload

Successful delegation of work assignments lessens the burden of tasks that pile up. It saves the time needed to focus on other important organizational tasks and goals.

Planning for fair distribution of work assignments

Most industries, such as hospitality, telecommunications and healthcare need to ensure uninterrupted service delivery. At the same time, they must consider the health of their employees, who need regular breaks and leave to stay productive and rested.

With the rise of flexi-workers , ensuring everyone gets a fair share of leave could become a logistics nightmare for business owners. This also applies to contractual staff who may feel overburdened.

When planning and distributing work assignments, managers must take into account employees’ vacation days, sick leave, emergency absences and so on. Things to consider include, but are not limited to:

• Employees should have their preferences fulfilled to avoid bias.
• Organizations should try to accommodate employees’ requests for rest days as much as possible.
• The duty roster should be planned in such a way as to allow enough time for deadlines and urgent tasks.
• There is also an allowance for fair leave/day swapping among employees.

The manager planning the duty roster should keep track of requests and demands in real time. This enables the planner to synchronize replacement leave and overtime pay calculations at the end of the roster period.

Delegating work assignments to employees

Create an effective work plan.

An effective work plan is the key to the success of every project. Approximately 58% of organisations don’t understand the value of project management, which explains why most projects fail as soon as they begin.

The planning phase determines either the failure or success of such project. Organizations must have a solid work plan, including a weekly action plan for greater efficiency and productivity. You can create a good work plan by following the steps below.

• Set specific goals that include actual numbers and quantifiable terms and scope.
• Lay out the objectives and deliverables, including the project schedule. Consider rewarding your team based on achievement. The incentives will boost productivity.
• Brainstorm and detail the key resources that your team needs. Brainstorming and planning will help colleagues become creative, forecast unforeseen obstacles and promote teamwork. Converse with your them about the resources that can help them achieve set objectives and give them available resources.
• Identify task sequencing . The schedule of a project outlines activity sequencing, tracks performance and calculates the duration of tasks sequences.

Delegate assignments based on aptitude

By assigning work to employees based on their areas of strength and skills, you set them up to excel. This means you need to understand your employees’ strengths, preferences and weaknesses. You may also allow your staff to choose their preferred tasks. This is important for building trust.

Give your team prior notice

No need to stress everyone out and kill their morale with endless impromptu and urgent work assignments. As far as is feasible, try to give your employees a couple of days’ notice at least.

Foster project ownership

Encourage your team to ask questions for clarity. Determine your availability and take the time to give them clear instructions, feedback and assistance. Giving them a sense of ownership allows your team members to see the big picture.

Real delegation is when you encourage your team to own the project. This gives them the authority to take initiative for the execution process.

Most companies spend hours and weeks planning and generating roasters manually when they can use TimeTrack Duty Roster to save time. TimeTrack Duty Roster creates a perfect overview of both employers and employees and allow managers to personalize shifts according to preferences.

TimeTrack Duty Roster

Monitoring work assignments

Monitoring work assignments helps your team complete their duties successfully and meet the desired outcomes. There’s no need to micromanage, but you can certainly help keep employees focused while tracking processes.

Ensure an effective project plan

• Compile a clear project outline, including a schedule. Collaborate with your team to create the plan and include the project scope, tasks, deadlines and resources. Creating a timeline is vital; use a flow chart to make things clearer. A clear work plan helps you understand the key performance indicators you can monitor.

Set SMART goals

• One of the key ways to monitor assigned work is to create specific, measurable, attainable, relevant and time-bound goals. This SMART criteria helps you identify detailed and quantifiable goals with effective deadlines. You then have quantifiable items to monitor the performance of the assignments.

Steady check-ins

• Creating a schedule for progress check-ins is a key step in monitoring assignments. The regularity of the check-in depends on the project. For example, check-ins for long-term and short-term projects differ in intervals. Check-ins should be balanced to support effective monitoring of performance indicators.

Records and analysis of data

• For each of the scheduled check-ins, keep records and analyze data to understand the progress of projects. You can gather data through team meetings and input into spreadsheets or project management tools. The data will then be analyzed to determine the status of the assigned work.

Every organization wants to empower its workforce for enhanced morale, focus, accountability, efficiency and productivity. These achievements are only possible with effective delegation of work assignments and tasks.

I am a researcher, writer, and self-published author. Over the last 9 years, I have dedicated my time to delivering unique content to startups and non-governmental organizations and have covered several topics, including wellness, technology, and entrepreneurship. I am now passionate about how time efficiency affects productivity, business performance, and profitability.

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Meaning of assignment in English

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• It was a jammy assignment - more of a holiday really.
• He took this award-winning photograph while on assignment in the Middle East .
• His two-year assignment to the Mexico office starts in September .
• She first visited Norway on assignment for the winter Olympics ten years ago.
• He fell in love with the area after being there on assignment for National Geographic in the 1950s.
• act as something
• all work and no play (makes Jack a dull boy) idiom
• be at work idiom
• be in work idiom
• housekeeping
• in the line of duty idiom
• undertaking

You can also find related words, phrases, and synonyms in the topics:

assignment | American Dictionary

Assignment | business english, examples of assignment, collocations with assignment.

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7 Strategies for a Successful International Work Assignment

Published: Oct 08, 2018

International assignments are exciting for a host of reasons, but having the opportunity to live in another country while finding success in your career at the same time is particularly compelling. Working abroad allows you to gain real-world experience, advance the skills you have, and learn how to thrive in a global environment.

But living and working in a new country with a different culture is a major life change. It’s important to immerse yourself in the experience and remain positive through the ups and downs. Below are 7 tips to make the most of your journey abroad.

1. Keep an Open Mind

Social media and the internet allows us to connect with people from all over the world. Take time to learn about the history of your new home, including any local customs or laws, so you can set more realistic expectations ahead of time.

When you finally touch down in your new destination, keep an open mind. What you think you know about an area or country may end up being turned on its head once you spend more than a few days there.

For Allison Alexander, a participant in Abbott’s Finance Professional Development Program , an international assignment was the ultimate lesson in flexibility. “Going to an international role means you’re stepping into a culture and a set of expectations that are foreign to you,” she explains. “It forces you to be open to the unexpected.”

Unlike traveling for leisure, international assignments allow you to spend months or even years in a location. You can, and should, tap into the global mindset you’ve already developed while leaving room for all the surprises that will come from long-term exposure to a different culture.

2. Set Goals

Maximize the benefits of an international assignment by setting goals for yourself at the beginning. What do you hope to accomplish in the first two weeks? How can you challenge yourself once you’ve settled in? And when you leave, what are the skills you want to take with you? Having clearly defined milestones will help you stay focused on what’s important and define the steps needed to grow your career.

3. Develop Language Skills

You may not become fluent, but practicing the local language can help you build deeper connections within the community and potentially open up new work opportunities in the future. Don’t fret if you stumble through mispronunciations and tenses at first, the more you practice, the more confident you'll become, and the better you'll get.

4. Be Adventurous

When you're abroad, it's great to take advantage of travel. You have a new world at your doorstep! It's also a chance to try activities you've never tried before.

"I've been doing things I thought of all my life but could never muster enough courage to actually do," says Timir Gupta, another member of Abbott's Finance Professional Development Program, who has traveled solo, tried skydiving, and chased the northern lights. "And it's a great conversation starter during an interview," he adds.

5. Apply New Perspectives

Gaining insight into different business practices can help you learn to look at old problems in new ways when you return home. This type of creative problem solving will be an asset no matter what your next assignment is.

"When you finally make your way back to a domestic role, you've now become an expert in two completely different professional structures," says Alexander. "You've seen what works and what doesn't in a global setting, and you can lead the group on new ways of thinking that may lead to more success."

6. Expand Your Network

Get out and build connections, both at your assignment and beyond. "Because of traveling, I have friends all over the world," says Gupta. He now has connections across five continents that he can tap into when looking for a reference or career advice.

Luckily, maintaining the professional network you build abroad is now easier than ever before. Social media, LinkedIn, and apps like WhatsApp can help you stay in contact with your colleagues and mentors.

7. Market Yourself and Build Your Career

When you return home, don't forget to incorporate your experience into your personal branding. You want to make sure prospective employers know how your new skills, perspectives, and connections set you apart. Think: How can I rework my resume and reframe interview answers to showcase what I've learned?

Depending on your experience, you may even refocus your career or choose employers who will use your global mindset. If you want more opportunities to go abroad, many multinational organizations offer international assignments. With offices in more than 150 countries, Abbott has numerous internships and development programs for students in finance, information technology, engineering, manufacturing, environmental health, and quality assurance.

Look for companies expanding in emerging markets, too. This can give you the unique opportunity to get in at the ground level and learn how to evolve a product or service to match the local market.

No matter what you choose or where you go, an international assignment can provide you with the unique opportunity to grow personally and professionally—and hopefully have a little fun along the way too.

This post was sponsored by Abbott .

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Classroom Q&A

With larry ferlazzo.

In this EdWeek blog, an experiment in knowledge-gathering, Ferlazzo will address readers’ questions on classroom management, ELL instruction, lesson planning, and other issues facing teachers. Send your questions to [email protected]. Read more from this blog.

Late Assignments: Tips From Educators on Managing Them

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Today’s post finishes up a two-part series on how different teachers handle late student work.

‘Taking Late Work Can Be Challenging’

Ann Stiltner is a high school special education and reading teacher in Connecticut with more than 20 years of experience in education. She shares her passion and love for working in the classroom at her blog from Room A212 (www.annstiltner.com/blog). Follow her on Twitter @fromrooma212:

Being a special education teacher means most of my students have the IEP modification of extra time, which generally translates to time and a half. For a test a teacher gives a class one hour to do, my student would have 1½ hours. For a project the class had one week to complete, my student would have 11 days. However, even with this extra time, some of my spec. ed. students are not able to complete the work. With diagnoses such as ADHD, LD (Learning Disabilities), or anxiety, they find maintaining focus and accessing one-on-one support difficult to fit into these time constraints. Their motivation is unpredictable based on their mood, family challenges, or social drama.

Due to these factors, I have adopted a policy where I accept work from both regular and special education students at any time for full credit or I take points off for each day late depending on the circumstances and if that will motivate a student to finish.

I realize that taking late work can be challenging for teachers of 100-plus students. It means constantly updating your grade book and keeping track of papers. Some teachers don’t accept late work because they think a firm cutoff teaches students the importance of meeting deadlines. Even though I agree this is an important skill, I fear that some students won’t learn that lesson from a policy of not accepting work late. These students prefer to give up and forget about the assignment in order to feel a sense of control and protect themselves from failure. Getting a zero on an assignment does not make them rethink their decision to not do the work, since a zero to them doesn’t mean the same as it does to us teachers. To them, a zero is the grade they think they deserve based on their past experiences.

I have found a time limit gives students a reason to give up and not try. This is learned helplessness in action. My working definition of learned helplessness is a person’s lack of effort due to previous experiences which have taught them that making even the smallest effort won’t make a difference.

For many students, trying involves a large investment of cognitive effort and a huge risk to put themselves out there. They are not ready to set themselves up for what, they are sure, will make them feel like a failure and especially not in a setting where they might be bullied, yelled at, or insulted. If they do not feel safe and supported, they will not risk being teased by their classmates. This is the thinking behind my policy to accept late work at any time. I do not want my conditions and requirements to be used as an excuse for why they do not engage in my lesson and do the work.

This same philosophy explains why I provide supplies like writing utensils or computer chargers. I consciously decide not to create barriers for a student to complete work. I do not want to rob them of a chance to engage with the material, learn something new, experience deep thinking and feed their curiosity by dictating conditions that they can blame for not engaging in the work. Accepting an assignment late gives them time to get motivated or set up one-to-one support so they can focus on the work when they are ready. I do not want to distract students with rules concerning time limits, pen vs. pencil, or on paper vs. on computer.

Don’t get me wrong: I do have classroom rules and expectations. I want the focus in my class to be on what is most essential—learning. This approach means the student—and their parents—will have a hard time holding me responsible for their grade. The responsibility falls on the student and their choices. This open policy allows me to create rapport when I explain my belief in their ability to do the work and my dedication to provide them the support and necessary modifications to be successful. If and when a student is ready to engage in the work, make an effort and take a risk, I am ready.

‘A Balanced Approach’

Ruth Okoye, Ed.D., is a 30-year veteran educator. She has taught in private and public school settings and is passionate about literacy, educational technology, and ed-tech coaching. She currently serves as the K-12 director at a nonprofit organization:

As an ed-tech coach working with fellow educators in their journey of professional growth, handling assignment submissions beyond the designated due date is a nuanced process that reflects both practicality and a deep understanding of individual circumstances. The approach I adopt recognizes the unique challenges that my learners who are teachers face in their daily lives, and it aims to create an inclusive learning environment that supports their development while acknowledging the diverse contexts in which they operate.

My policy on due dates is rooted in the realization that a one-size-fits-all approach fails to account for the myriad of responsibilities and situations that learners encounter. Rather than rigidly adhering to stringent deadlines, I advocate a balanced approach that considers the academic integrity of assignments and the need for flexibility.

To strike this balance, I establish a preferred due date for assignments, considering the majority of learners and allowing them ample time to complete their work. This desired deadline also has a more concrete counterpart—a hard deadline—that offers a reasonable time frame for those genuinely committed to finishing their tasks. This dual-deadline structure allows proactive learners to demonstrate their dedication while acknowledging the potential challenges others may face.

For example, in a book study, there would be weekly assignments. The posted due dates would give the learners three weeks to get each assignment done. I would establish a hard deadline for all assignments two weeks after the study is completed. I’ve found that for a six- to eight-week book study, that allows ample time for a learner to deal with an external complication and then get back on track.

Of course, the purpose of the assignment plays a significant role in determining the flexibility of the due date. For instance, tasks geared toward in-class reflection, like exit tickets, maintain their original deadline as they serve an immediate and time-sensitive purpose. On the other hand, assignments designed to assess learners’ application of covered material need a more lenient approach, allowing participants the time to digest the content and apply it effectively.

I also believe in allowing learners ample time to attempt tasks and even granting multiple opportunities for submission. This practice is grounded in the understanding that the learning process is not linear, and different individuals require varying duration to internalize and implement new concepts. By granting extensions and multiple tries, I encourage a growth mindset and empower learners to engage more deeply with the subject.

One of the cornerstones of my policy is the recognition that external factors beyond the learning experience can impact a learner’s ability to meet deadlines. Illness, family emergencies, or resource constraints can hinder progress, and rigid due dates should not serve as barriers to measuring their ability to apply course concepts. Instead of penalizing them for circumstances beyond their control, I aim to evaluate their understanding of the material and capacity to use it effectively, irrespective of external hindrances.

So you can see, my approach to handling late submissions from learners revolves around flexibility, empathy, and practicality. By acknowledging the diverse challenges teachers face and tailoring due dates to the purpose of assignments, I create an environment that fosters deep learning, personal growth, and a commitment to the subject matter. This policy recognizes the unique circumstances of each learner. It underscores the overarching goal of professional learning—to nurture and support the development of capable and resilient professionals in education.

What Is the Goal?

Jessica Fernandez is a full-time high school teacher and instructional coach near Chicago who specializes in teaching multilingual English learners and in supporting colleagues to make small language shifts that will benefit all learners:

Fortunately, my high school freshman English PLC has decided to have two categories: formative (anything at all that is practice), which is weighted 10 percent, and summative, which is weighted 90 percent. Since the purpose of formative tasks is to practice a skill they will later demonstrate, late work is accepted until we complete the summative demonstration for that skill. Afterward, there’s not so much of a point, plus it would drive us crazy and make work-life balance tough.

The goal, after all, is to give frequent and prompt feedback so kids can improve before their final summative demonstration. Late points are more of what we used to call “habits of work”; important soft skills, yes, but for our purposes, if the kid practiced for their summative skill demonstration, I’m happy, and I’m not scoring them on timeliness. Who knows what they had going on? I’ve gotten grace, and 10 percent won’t make or break their grade anyway.

Thanks to Ann, Ruth, and Jessica for contributing their thoughts!

Today’s post responded to this question:

How do you handle students turning in work after the due date, and why do you apply that policy?

In Part One , Chandra Shaw, Stephen Katzel, and Kelly Owens contributed their ideas.

Consider contributing a question to be answered in a future post. You can send one to me at [email protected] . When you send it in, let me know if I can use your real name if it’s selected or if you’d prefer remaining anonymous and have a pseudonym in mind.

You can also contact me on Twitter at @Larryferlazzo .

Just a reminder; you can subscribe and receive updates from this blog via email . And if you missed any of the highlights from the first 12 years of this blog, you can see a categorized list here .

The opinions expressed in Classroom Q&A With Larry Ferlazzo are strictly those of the author(s) and do not reflect the opinions or endorsement of Editorial Projects in Education, or any of its publications.

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Synonyms of assignment

• as in lesson
• as in appointment
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Thesaurus Definition of assignment

Synonyms & Similar Words

• responsibility
• undertaking
• requirement
• designation
• appointment
• authorization
• installment
• installation
• destination
• emplacement
• investiture
• singling (out)

Antonyms & Near Antonyms

• dethronement

Synonym Chooser

How does the noun assignment contrast with its synonyms?

Some common synonyms of assignment are chore , duty , job , stint , and task . While all these words mean "a piece of work to be done," assignment implies a definite limited task assigned by one in authority.

When is it sensible to use chore instead of assignment ?

While the synonyms chore and assignment are close in meaning, chore implies a minor routine activity necessary for maintaining a household or farm.

When is duty a more appropriate choice than assignment ?

Although the words duty and assignment have much in common, duty implies an obligation to perform or responsibility for performance.

When might job be a better fit than assignment ?

The synonyms job and assignment are sometimes interchangeable, but job applies to a piece of work voluntarily performed; it may sometimes suggest difficulty or importance.

When could stint be used to replace assignment ?

In some situations, the words stint and assignment are roughly equivalent. However, stint implies a carefully allotted or measured quantity of assigned work or service.

When can task be used instead of assignment ?

The meanings of task and assignment largely overlap; however, task implies work imposed by a person in authority or an employer or by circumstance.

Thesaurus Entries Near assignment

assignments

Cite this Entry

“Assignment.” Merriam-Webster.com Thesaurus , Merriam-Webster, https://www.merriam-webster.com/thesaurus/assignment. Accessed 5 Apr. 2024.

More from Merriam-Webster on assignment

Nglish: Translation of assignment for Spanish Speakers

Britannica English: Translation of assignment for Arabic Speakers

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The Picture Show

The work and legacy of photographer anja niedringhaus endure 10 years after her death.

Hannah Bloch

Virginia Lozano

In this photo made by Associated Press photographer Anja Niedringhaus, an Afghan boy flies his kite on a hill overlooking Kabul, Afghanistan, May 13, 2013. Anja Niedringhaus/AP hide caption

In this photo made by Associated Press photographer Anja Niedringhaus, an Afghan boy flies his kite on a hill overlooking Kabul, Afghanistan, May 13, 2013.

"I do my job simply to report people's courage with my camera and with my heart," Anja Niedringhaus said in 2005.

The acclaimed German photojournalist, known best for her work covering conflict for The Associated Press in the Middle East and Afghanistan, was killed 10 years ago, on April 4, 2014, while on assignment covering Afghanistan's elections. An Afghan policeman shot her as she sat in a car with close friend and colleague Kathy Gannon, AP's longtime senior correspondent in Afghanistan and Pakistan, who was also shot and survived the attack with severe wounds.

An Afghan female prisoner, Nuria, with her infant boy at Badam Bagh, Afghanistan's central women's prison, in Kabul, March 28, 2013. Anja Niedringhaus/AP hide caption

An Afghan female prisoner, Nuria, with her infant boy at Badam Bagh, Afghanistan's central women's prison, in Kabul, March 28, 2013.

U.S. Marine Cpl. Burness Britt reacts after being lifted onto a U.S. Army medevac helicopter, June 4, 2011. Britt was wounded in Afghanistan's Helmand province. Niedringhaus held Britt's hand in the helicopter and noticed a piece of wheat stuck to his shirt. She picked it up and saved it, then gave it to him months later when she visited him in the hospital. He told her it was his lucky charm. Anja Niedringhaus/ASSOCIATED PRESS hide caption

Iraqi women reach out with empty water containers as British soldiers arrive to supply the outskirts of Iraq's southern city of Basra with drinking water, April 4, 2003. Anja Niedringhaus/AP hide caption

On Thursday, the Bronx Documentary Center in New York City is launching a new book and exhibition of Niedringhaus' work, co-curated by Gannon. A ceremony at the center will honor Palestinian freelance photojournalist Samar Abu Elouf with the Anja Niedringhaus Courage In Photojournalism Award , given by the International Women's Media Foundation.

Niedringhaus' Pulitzer Prize-winning "work helped define the wars in Iraq, Afghanistan, and Libya," AP photo editors Jacqueline Larma and Enric Marti write . "And despite her reputation as a war photographer, very often she found beauty and joy on assignment — even in those difficult places where she spent so much time. And especially in the place where she ultimately lost her life."

Niedringhaus' images show glimpses of daily life, tenderness, humor and tragedy. "She wasn't covering a war. She wasn't covering a country. She was covering a people," Gannon tells CNN.

"I could have stayed out of trouble most of my life," Niedringhaus said in 2005 , "but always have been drawn to the people, no matter where, who suffer in difficult situations."

Here is a selection of Anja Niedringhaus' work — indelible images that continue to resonate today.

A nomad kisses his young daughter while watching his herd in Marjah, Helmand province, Afghanistan, Oct. 20, 2012. Anja Niedringhaus/AP hide caption

Palestinians enjoy a ride at an amusement park outside Gaza City, March 26, 2006. Anja Niedringhaus/AP hide caption

Hundreds of Afghans wait to see the holy flag at the Kart-e Sakhi mosque in Kabul, Afghanistan, March 21, 2013. Anja Niedringhaus/AP hide caption

Hundreds of Afghans wait to see the holy flag at the Kart-e Sakhi mosque in Kabul, Afghanistan, March 21, 2013.

An Afghan woman holds her newborn baby wrapped in her burqa as she waits to get in line to try on a new burqa in a shop in Kabul, Afghanistan, April 11, 2013. Anja Niedringhaus/AP hide caption

Pakistani Army soldiers with the 20th Lancers Armored Regiment gather before a patrol atop the 8,000-foot mountain near their outpost along the Pakistan-Afghan border, Feb. 20, 2012. Anja Niedringhaus/AP hide caption

An Afghan soldier, left, and a policeman peek through a window as they queue with others to get their registration cards on the last day of voter registration for presidential elections, outside a school in Kabul, Afghanistan, April 1, 2014. Niedringhaus was killed on April 4, 2014. Anja Niedringhaus/AP hide caption

An Afghan soldier, left, and a policeman peek through a window as they queue with others to get their registration cards on the last day of voter registration for presidential elections, outside a school in Kabul, Afghanistan, April 1, 2014. Niedringhaus was killed on April 4, 2014.

An Afghan man with his five children on his motorbike pays money to enter a park in Kandahar, southern Afghanistan, Nov. 1, 2013. Anja Niedringhaus/AP hide caption

A young Pakistani girl works on her midterm papers in a school in Mingora, Swat Valley, Pakistan, on Oct. 5, 2013, a year after Malala Yousafzai was shot in the head by a Taliban gunman. Anja Niedringhaus/AP hide caption

An Afghan carpet seller holds up a framed carpet in his store depicting Hamid Karzai in Kabul, Afghanistan, March 30, 2014. Anja Niedringhaus/AP hide caption

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The Dogs Helping the Covenant Children Find Their Way Back

To heal after a mass shooting, the Covenant School families have turned to therapy, faith, one another — and a lot of dogs.

Monroe Joyce, 10, runs with one of two dachshunds taken in by her family. She is one of several children who now have a dog after surviving the Covenant School shooting. Credit...

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By Emily Cochrane

Photographs by Erin Schaff

Emily Cochrane and Erin Schaff spoke with more than a dozen Covenant School parents, students, staff and their dogs.

• Published March 24, 2024 Updated March 28, 2024

Two of April Manning’s children, Mac and Lilah, had just survived the mass shooting at the Covenant School in Nashville. They needed stability and time to grieve.

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So she did everything she could to keep the family dog, Owen, their sweet but ailing 15-year-old golden retriever, with them for as long as possible. She pushed back his final trip to the vet, keeping him comfortable as he slowly moved around the house.

Getting another dog was the furthest thing from her mind. But a few weeks after the shooting, her children sat her down for an important presentation.

Prepared with a script and a PowerPoint — “Why We Should Get (Another) Dog” — they rattled through research showing the mental health benefits of having one. It could limit their chances of developing PTSD and help them feel safe. Playing together would get them outside and boost their happiness.

Ms. Manning and her husband considered. Maybe a second dog was possible.

First came Chip, a Cavalier King Charles spaniel. Then, after Owen succumbed to old age, came Birdie, a miniature poodle and Bernese Mountain dog mix. And in taking them in, the Mannings were far from alone.

In the year since Tennessee’s worst school shooting, in which three third-graders and three staff members were killed by a former student, more than 40 dogs have been taken in by families at Covenant, a small Christian school of about 120 families.

“I really only expected them to help in a cuddly kind of way, like just to snuggle the kids when they’re upset ,” Ms. Manning said. “But I wasn’t really expecting all the other benefits from them.”

To spend time with the Covenant families is to understand how they have relied on one another, traditional psychological treatments and mental health counseling, and their Christian faith to hold them together.

But it is also to see how often what they needed — a distraction, a protector, a friend who could listen, something untouched by darkness — came from a dog.

An Immediate Response

Dogs greeted the surviving children at Sandy Hook Elementary School as they returned to a refurbished middle school in 2013. A dozen golden retrievers were on hand in Orlando to provide comfort after the deadly attack at a L.G.B.T.Q. nightclub in 2016. The therapy dogs who tended to the surviving students in Parkland, Fla., made the school yearbook .

“Over this period of sort of, 35,000 years, dogs have become incredibly adept at socializing with humans, so they’re sensitive to our emotional state,” said Dr. Nancy Gee, who oversees the Center for Human-Animal Interaction at Virginia Commonwealth University.

Even brief, minute-long interactions with dogs and other animals can reduce cortisol, the body’s stress hormone, research by Dr. Gee and others has shown, providing a possible lifeline for veterans struggling with PTSD and others recovering from trauma.

And on the day of the Covenant shooting, dogs were immediately there to help. Covey, the headmaster’s dog, was at a nearby firehouse, where dozens of staff members and students were evacuated. Squid, a retriever mix, was at the children’s hospital at Vanderbilt University Medical Center, helping to comfort the staff if needed.

When the students who survived were put on a school bus to be reunited with their anguished parents, Sgt. Bo, a police dog, was sitting at their side.

Officer Faye Okert, the dog’s handler with the Metro Nashville Police, handed out a baseball card of dog facts to distract and comfort the children.

“The focus was on him,” said Officer Okert. “You had smiles after what they had been through.”

After families reunited, counselors offered clear advice: To help your child, get a dog. Or borrow a neighbor’s.

That led several parents to connect with Comfort Connections, a nonprofit comfort dog organization. Jeanene Hupy, the group’s founder, had seen firsthand how therapy dogs had helped the Sandy Hook students and started her own organization once she moved to Nashville.

The group, which oversees a menagerie of golden retrievers, a gentle pit bull and a massive English mastiff, began its work by visiting individual homes in the days after the shooting. Then, when students returned to class weeks later, the dogs were once again there.

They were something to look forward to, in the moments when walking through the school doors felt overwhelming. And when there were painful reminders — a water bottle clattering to the floor, an unsettling history lesson on war or the absence of a friend — a child could slip away and cuddle a dog.

As Ms. Hupy put it, something special happens “when you bring in something that loves you more than it loves itself, which is these guys.”

A Reassuring Presence

First it was a joke, then a reality: Everyone was getting a dog.

Fueled by community donations and her own money, Ms. Hupy began connecting several parents and puppies. Even for families who could easily afford a new dog, Ms. Hupy and her trainers dramatically eased the logistical hurdles by finding and training puppies that seemed perfect fits to each family.

The Anderson girls shrieked and cried with joy when they learned they were getting a dog, and have now taught Leo how to flaunt sunglasses and do tricks. The Hobbs children constantly scoop up Lady Diana Spencer, often fashionably dressed in a string of pearls or sweaters.

The dogs are also there in the harder moments, too, like when an ambulance or police car drives by blaring its siren or when the memorial ribbons in their neighborhood remind them of what was lost.

“Sometimes it’s just nice to have a giant soft pillow that doesn’t need to talk to you and just cuddle it,” said Evangeline Anderson, now 11.

And if the dogs chew on a shoe or make a mess on a rug, Ms. Manning said, it is a lesson in how to deal with conflicting emotions.

“We still love them and we’re so glad we have them — both things can be true,” she said. “Just like we can be really nervous about going back to school and still also be excited to do it.”

And maybe, the parents realized, it was not just for the children.

Rachel and Ben Gatlin were driving back from vacation on the day of the shooting. That has meant grappling with the heaviness of survival and knowing that Mr. Gatlin, a history teacher who carried a pistol on his ankle for personal protection, could have run toward the shooter that day.

And while their new dog, Buddy, has adapted to the bossiness of their young children and has developed a penchant for sock consumption, he has also kept the adults’ thoughts focused in the moment. Tending to his needs has served as a reminder of their own.

“When you see it working, you’re in total comfort,” Ms. Gatlin said.

Even the school’s chaplain, Matthew Sullivan, found that the stories of new puppies being shared each day in chapel were “wearing me down in a good way.”

“I kind of wanted to enter into the experience of all these families firsthand,” he said.

Now Hank, a slightly anxious, floppy-eared Scooby-Doo doppelgänger, has been adopted into his home, which had been a little empty without his grown children.

The Alternatives

Not everyone got a dog.

For the McLeans, the solution was two rabbits.

“It’s an incredible distraction to their reality,” Abby McLean said of her children, cupping her hands to mimic cradling a rabbit on her shoulder. “I find myself occasionally doing it as well.”

Another family added Ginny, a tortoise with a possible seven-decade life span, to the mix of animals already in their house.

“For having lost people early in life — there was something that equated to me in that, that there was a longevity to it, to a tortoise,” said Phil Shay, who picked out the tortoise with his 12-year-old daughter, Ever.

Still, the dogs far outnumber the other pets. And every day they can make a little difference.

The first night that George, Jude and Amos Bolton had tried to sleep alone without their parents after the shooting, the slightest grumble from the ice machine or the dryer had been too much. Their mother, Rachel, who had maintained that she liked dogs, just not in her house, soon agreed to take in Hudson, a miniature Goldendoodle puppy with doe-like eyes and wild curls.

“We didn’t realize the dogs could create comfort for people,” Jude, now 10, said, his hands ruffling Hudson’s ears. And when Hudson came home, he added, “he’s just been comforting us ever since.”

It is now easier to sleep through the night, safe with the knowledge that Hudson is there.

“All my friends joke, they’re like, ‘I can’t believe you’re a dog person now,’” Ms. Bolton said. But this dog, she added, “has healed this family.”

Read by Emily Cochrane

Audio produced by Patricia Sulbarán .

Emily Cochrane is a national reporter for The Times covering the American South, based in Nashville. More about Emily Cochrane

Erin Schaff is a photojournalist for The Times, covering stories across the country. More about Erin Schaff

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