Skip to content

July 2, 2017

Why Delegation Doesn’t Work

If you have attended one of my workshops, you know that I am a staunch advocate of the power of delegation to make managers more positively productive. Despite the benefits of delegation, it doesn’t always work. Here are some things to watch for to ensure more effective delegated assignments.29-11-2011

  • Delegating to the wrong person. Matching the assignment to the employee is a critical factor in the success—or failure—of a delegation. Generally, you want to give staff opportunities to showcase their abilities and learn new ones. This is best accomplished when the assignment builds on the employee’s strengths and pushes the employee to perform beyond their current level. For example, if you want to delegate the researching and writing of a report, choose an employee with strong writing and organization skills, but who has limited knowledge of the subject matter of the report.
  • Failing to clarify your expectations about performance. When an employee receives a delegated assignment, they need to understand what you want them to deliver—the where, when, and how. The clearer you are about metrics, deadlines, and their decision-making authority, the easier it will be for them to accomplish the results you need.
  • Micromanaging the employee. When you delegate an assignment, you must trust the employee to deliver. Maintain an open door for questions and coaching, but let the employee handle the assignment as they see fit. Remember, your job is to help staff grow and develop, so create an environment that lets employees do so.

Delegation is an important tool that helps you be more productive and encourages your employees to advance in their careers. When used correctly, it also enhances your role and reputation as a leader. See my blog post Successful Delegation for more information.

Read more from Uncategorized

Comments are closed.