Common Mistakes in Delegation and
How to Avoid Them

When managers do decide to delegate, there are often mistakes made that can negatively impact the employee’s ability to do the job. After reviewing the following common mistakes, determine how you can avoid making these errors.

1.  Display an attitude to the workforce of, “I can do it better myself.” This is prevalent because most supervisors started out doing the job, and often feel that they are still the best person to “do the job”— even though they have been promoted out of the job into supervision. Believe in your employees’ abilities. They just might surprise you!

2.  Failure to keep employees informed about plans the supervisor has for the operation. Some supervisors delegate tasks without providing all the necessary information to do the task successfully. Many supervisors leave out the big picture—the information about future goals, plans, and important organizational decisions. Employees must be fully informed to make the best possible decisions for the organization.

3.  Failure to require, receive, and/or utilize progress reports. When you do not have a method to check on the employee’s progress, two things happen. First, you communicate to the employee that the task delegated to him or her is not important. Second, you may set yourself and the employee up for failure. Set specific times to check progress from the beginning of delegation through completion. Remember, these checkpoints are designed to help the delegation process, not hinder its success.

4.  Unwillingness to let employees supply their own ideas. When you do not ask for your employee’s ideas and opinions, you are communicating that you do not value the employee. You are also limiting your opportunity to gain new information. Remember, if you always do what you’ve always done, you’ll always get what you’ve always got! Encourage employees to be creative and give their ideas about ways to complete the task.

5.  Tendency to “dump projects.” Dumping projects usually occurs when the supervisor has not taken the time to plan the delegation properly. So, at a moment’s notice, the supervisor assigns the project to the employee. This greatly increases the chances of the project being done incorrectly. To ensure that the delegation is successful, take time to plan the delegation, pick the right person for the job, and discuss the task and its expected outcomes.

6.  Failure to give the employee credit for shouldering responsibility. Typically, supervisors who do not delegate like to take all the credit in their area of influence. When an employee does take responsibility, no praise or recognition is given by the supervisor. Give credit where credit is due. You will not only gain an enthusiastic employee, but also a loyal one!

7.  Inattention to project completion. Not recognizing a project’s completion will practically guarantee that the next project delegated will be completed late, if at all. This reinforces the supervisor’s negative feelings about delegating in the first place. Take a moment to acknowledge task completion. You can also use this opportunity to praise a job well done or to refine or train new skills.

8.  Lack of respect for the employee’s ambitions. Supervisors who do not delegate usually do not have an interest in developing their employees. This leads employees to feel that the supervisor does not care about them. When employees feel that the boss does not care about them, their motivation and respect for their supervisor decreases. So, get to know your employees. Find out their strengths, weaknesses, and their ambitions. If possible, support those ambitions. Help them grow.