The Difference Between A Good Manager and A Great One Is Delegation

By December 20, 2018 No Comments
Manager Delegation TTA Blog

A key piece of effectively managing a team is being able to delegate. However, according to entrepreneur Eli Broad who is the only person to have built two Fortune 500 companies in two different industries (KB Home and SunAmerica), the inability to delegate is one of the biggest problems he sees with managers at all levels.[i] Although there are many reasons managers struggle with delegating work, the top ones include:[ii]

  • Absence of trust
  • Lack of time to communicate the project
  • Inability to give up control
  • Guilt associated with assigning more work

Managing a team of employees and staying on top of your own workload can be the difference between being an effective manager or not. A recent Gallup study of nearly 7,500 full-time employees found that 23% reported feeling burned out at work very often or always, while an additional 44% reported feeling burned out sometimes.[iii]

The Benefits of Delegating Work

Not only does delegation make you more effective as a manager, but it also provides a number of other benefits both individually and for the team as a whole. Here are a few:

Strengthens Your Employees and Keeps Them Motivated

By assigning new tasks to employees, you allow the opportunity to learn new skills and develop strengths they may not have known they had. Delegating tasks to the correct team members can significantly improve your efficiency and time management as a team. This shows employees that you value their contribution at the organization, and also their personal professional development. Assigning important tasks also helps team members build confidence in their abilities, leading to increased motivation in the workplace. Additionally, employees who are busy and challenged at work are often happier.[iv]

Leads to Higher Quality End Product

When you’re buried in work, it can be challenging to produce high-quality results, especially when you have time constraints. By delegating tasks, you can help ensure that each project gets the time and attention it needs. When an employee feels as though you trust them to take on a project, they likely will feel a sense of responsibility to do a good job.[v]

Saves Time

Arguably the most important benefit of delegating work is that it saves time and promotes efficiency. Delegating work allows for equal distribution of effort throughout your team. Delegating work helps avoid the scenario of one employee drowning in work, while another is looking for new tasks.[vi]

How to Delegate Work Appropriately

One of the greatest obstacles to delegating work is understanding how to effectively delegate. Here are a few tips on the best way to delegate work as a manager, and set you and your team up for success:

  • Delegating according to team member strengths
  • Communicating clearly and specifically on projects, tasks, and objectives
  • Clearly share the end goal of the project
  • Help the employee understand how the project fits into the bigger picture
  • Allow opportunities for check-ins and questions

A workload that is too heavy is one of the greatest factors contributing to stress and burnout. A recent Gallup study of nearly 7,500 full-time employees found that 23% reported feeling burned out at work very often or always, while an additional 44% reported feeling burned out sometimes.[vii] By simply coaching and encouraging your managers to delegate tasks to different team members, you can help decrease stress in your organization.

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[i] https://www.brainyquote.com/quotes/eli_broad_539555
[ii] https://smallbusiness.chron.com/managers-difficulty-delegating-74766.html
[iii] https://www.cnbc.com/2018/08/14/5-ways-workers-can-avoid-employee-burnout.html
[iv] https://www.managementstudyguide.com/importance_of_delegation.htm
[v] https://www.managementstudyguide.com/importance_of_delegation.htm
[vi] https://www.managementstudyguide.com/importance_of_delegation.htm
[vii] https://www.cnbc.com/2018/08/14/5-ways-workers-can-avoid-employee-burnout.html