Despite the many benefits, some managers do not practice delegation. The most common reason is “It’s faster to do it myself!” Delegating may initially take additional time, patience, and follow-up. Given the varying developmental levels of employees, it is always worth the effort!
There are many excuses to avoid delegating. Most of them reveal a fear of delegating or convey a lack of trust in the abilities of others. Frequently heard excuses include:
- “If you want it done right, you have to do it yourself.”
- “What if someone makes a mistake? I’m still responsible!”
- “I’m the manager; I’m supposed to have control over everything.”
- “If someone else can do my job, I won’t be needed anymore.”
- Affect your performance and how it is viewed.
- Make your job more difficult.
- Cause you and your team to become inefficient and disorganized.
- Result in good employees under-performing or leaving, because they are not challenged.
- Impact the service provided to your customers in a negative way.
- Waste valuable resources including employees, time, and money.
- Fail to complete tasks or projects by the required deadline, on a regular basis.
- Find employees resisting or failing to accept delegated responsibilities.
- Find employees routinely referring minor decisions to you.
- Take over, or take back, delegated assignments.
- Experience high turnover of good employees.
- Do not have the skills or ability to do the job.
- Lack confidence and fear criticism if they don’t meet your expectations.
- Feel that it’s easier to ask, rather than make a decision on their own.
- Have received no recognition in the past for a job well done.
- Invest time in training and developing employees?
- Communicate expectations and address performance issues?
- Provide ongoing feedback [strengths and opportunities] regarding job performance?
- Share important information?
- Provide support and build confidence in others?
- Encourage employees to think for themselves?
- Recognize and celebrate both effort and success?