Common Mistakes Managers Make When Delegating

Did you know that only 30% of managers say they delegate effectively? Worse yet, most managers lack access to training to learn how to delegate successfully.

7 Mistakes Managers Make When They Delegate

Below are common mistakes I see managers make when delegating:

1 - They Toss it Over the Wall:

It's essential to provide context, background information, and rationale when handing off tasks. Merely saying, “Research new marketing ideas”, “Run the latest report”, or “Proof the customer proposal” without additional context can cause confusion, lead to inconsistent results, and result in disengagement.

2- They Dictate Instead of Empower

Managers tend to prescribe “what” needs to get done and “how” it needs to be completed. Instead, managers should start with “why” the task is important, “what” needs to be achieved, and empower their direct reports to determine “how” to achieve it.

3- They Forget Covey’s Core Lesson:

Many managers forget one of Steven Covey’s core lessons—”Begin with the End in Mind.” Defining what success looks like for the delegated task is vital to align expectations and ensure a clear understanding of the desired outcome.

4- They Don’t Take Enough Time to Develop Their Team:

Successful delegation hinges on the recipient's skills and knowledge to execute the request effectively. Managers must invest time and effort upfront through one-on-one coaching conversations to set their direct reports up for success.

5 - They Take a One-Size-Fits-All Approach:

Delegating is not a one-size-fits-all endeavor. Each team member has different strengths and preferences. Rather than using a uniform approach, managers should adapt their style to each individual, providing the right amount of direction, support, and allowing space for leveraging individual strengths.

6 - They Set It and Forget It:

Delegating a task is just the first step. Managers also need to provide ongoing support and coaching to ensure a successful outcome. This doesn’t mean micromanaging, but being available for questions and checking-in to ensure their team members feel supported along the way.

7- They Treat Delegation Like a Game of Tag:

Delegating shouldn’t resemble playing a game of tag. The recipient shouldn’t feel alone and solely responsible for the outcome. Managers need to both support their direct reports but to take shared ownership of the outcome. But be careful, let them glow in the successes, but be sure to step in and share the failures.

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The ability to delegate is a core leadership competency and also a predictor of managerial success. Avoiding the pitfalls above will help ensure successful delegation while building an engaged and motivated team around you.

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