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Why is it important for managers to delegate?


Managers are frequently hesitant to delegate. It can be very easy to fall into the trap of believing you have to do everything personally in order for it to get done right. Although this is a common mindset, it can definitely impede the ability to manage effectively. New managers might not have enough confidence to lead others, or they might think they’re the only one who can do something properly- particularly if they happened to be promoted in a department that they worked in previously. They might not have a sufficient level of trust in their employees in order to delegate work to them.

One individual cannot do everything. That’s just a simple fact. Trying to micromanage or accomplish too much on your own can result in missed deadlines, poor quality and burnout. It also of course creates problems with time management. Delegation is a sign of leadership rather than weakness. Managers who are not willing to delegate don’t tend to stay in management positions for very long, or they end up stuck in low-level management positions instead of moving up.

A manager’s job is to lead others and manage, not do all of the work for them. So share the load, take the risk and bite the bullet. Even if there are some things that you can do better yourself, you still can’t do it all on your own. Your arrogance, your perfectionism, your control issues, your hesitation and your fear will make your team less successful, less productive and less effective. Share the workload, delegate tasks, and develop the abilities and skills of your employees. You might be quite surprised if you show confidence in them.

The following are ten solid reasons why you should start delegating if you aren’t doing it already- or increase the amount of delegating that you do.

How Delegation Can Benefit You

It frees up your time for organising and planning.

A majority of managers would love having more time for organising and planning. It is an important aspect of managing a team, and it can be hard to find the time to work on them in between all of the other tasks that you are doing when your workload is too heavy.

It helps you improve your ability to develop and manage employees.

Delegation is actually the best place to start if you aren’t sure of your own abilities to develop a team. If you already know what you want your team to achieve, then learning how to effectively delegate the overall process is a very important step towards improving your team and developing into a better manager.

It will help you from getting spread too thin.

When you have too many things go on, it is not only hard on you, it can spell disaster for your team as well. If you are unable to manage your workload efficiently, how can you expect to be able to manage anything else effectively? Spread the load. Work smarter instead of harder.

Trust and open communication are encouraged.

If you delegate tasks to members of your team and are then open to answering questions, it will make them feel like you trust them and that you’re available to communicate with. If your employees know they can talk to you and believe that you trust them, you will derive tremendous benefits from that. A team that is built on open communication and trust will be well prepared to succeed.


It provides you with a better way.

When employees take a job or process over, they might have an entirely novel approach to it. Many times it can even be a major improvement over what you would have done! When you continue doing things the same way and refuse giving anyone a chance, then there is no opportunity for any different and new process improvements, approaches, or any possible innovations.

How Your Team Members Can Benefit From Delegation

It builds morale and motivates.

When managers delegate to employees, they find it very satisfying. For most employees, this shows that they are trusted and valued workers, and that their manager thinks that they are capable of being even more successful. This can provide a lot more motivation than throwing a team pizza party.

It stimulates and encourages initiative and creativity.

Employees who feel empowered to complete delegated tasks the way they feel is best, will be very motivated to succeed and are often very creative as well. Their personal initiative combined with their desire to accomplish the goal that you have given them can help to produce results that are very impressive.

It helps them with developing their skills.

All of tomorrow’s leaders have to start somewhere. Helping your employees develop through teaching them new skills and through delegation, in addition to benefiting them personally, also provides your organisation with better trained and qualified personnel.

It gives them the opportunity to make significant contributions to the success of the team.

Your employees will love all of the recognition and prestige that is associated with doing something that makes a significant difference. They will have a sense of accomplishment and pride from contributing in meaningful ways.

How Your Organisation Can Benefit From Delegation

Delegation will benefit your organisation, your department and your team.

It helps to promote efficiency, high productivity, boosts morale, builds trust and creates a culture of openness, cooperation, creativity, innovation and enthusiasm. It will help to minimise employee turnover and provide the organisation with more skilled and better-qualified employees.

Keep in mind that delegation isn’t merely a convenient way of passing off simple task that you don’t like to do. Delegation isn’t just giving somebody a task to do, and then completely micromanaging the process. Delegation is about giving employees a job to do that has some basic parameters to it and then providing them with the authority and ability to make decisions on their own in terms of what steps should be taken in order to accomplish the goal or objective. Provide training and support where needed, but if you want to benefit then also let your team members have their own level of ownership and autonomy.

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