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5 Ways Delegating Responsibility Benefits Managers, Employees, and Organizations

06/05/2018

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“If you want to do a few small things right, do them yourself. If you want to do great things and make a big impact, learn to delegate.” ~ John C. Maxwell, American author

Whether you’re responsible for managing a team of 2 or 200, delegation can be one of the most difficult skills for a leader to grow. And, while leaders might recognize they need to do a better job of delegating, actually doing it is a different story.

According to a 2007 study on time management, almost half of the companies surveyed were concerned about their employees’ delegation skills. At the same time, only 28% of those companies offered any training on the topic.

Before we dive into the tips and strategies for delegating more responsibility, it’s important to take a step back and remind ourselves why delegation is important. Remembering the benefits of delegation will help us stay the course when we experience the rough waters it might create along the way.

5 Ways Delegating Responsibility Benefits Managers, Employees, and Organization

How can effective delegation transform your organization? Here are a few ways delegating responsibility helps you and your employees grow:

1. Delegation maximizes everyone’s potential.

Not only does delegation help the manager focus on the larger, more strategic aspects of the company, it also helps employees learn new skills. Delegation creates an environment where everyone is growing, which allows employees to flourish and develop within your company. 

2. Delegation creates more space for new ideas.

When you’re managing all of the details of a project, it can be difficult to find for higher-level thinking. While delegating responsibility won’t free up 100% of your time, it gives managers more space to think about what’s next for the department, team, or company.

3. Delegation improves employee job satisfaction.

There have been numerous studies on the relationship between delegation and overall employee job satisfaction. According to the studies, the staff’s overall attitude towards task delegation was positive and led to increased job satisfaction, probably because task delegation comprised a high degree of work autonomy.

4. Delegation creates structure within your organization.

Delegating responsibility creates a hierarchy within an organization, which is important to creating authority and a system of responsibility. If employees know they have someone to answer to, other than their overworked owner, they are more likely to complete tasks to the fullest of their ability.

5. Delegation provides a better environment for your organization to grow.

When work is delegated throughout the organization, everyone has more time to take care of important tasks, as was noted earlier. But, this also creates an opportunity to develop and grow the company as well. Through delegating, you can develop new departments or divisions within the company. This helps your company expand both vertically and horizontally.

How to Create a Culture of Delegation Within Your Organization

Delegation benefits managers, employees, and organizations, yet it remains one of the most underutilized and underdeveloped management capabilities. So, what can you begin doing to create a culture of delegation within your organization? Here are a few keys.

  • Make delegation a priority within your organization. In order to create a culture of delegation, it’s important to make it part of your process for your meetings and employee development plans. Whether it’s during the annual review process or in a weekly  meeting, it’s important to regularly discuss which types of projects and tasks you will pass on to employees so that they can build the skills they need.
  • Create accountability. If you’re not good at delegation, give your direct reports permission to call you out when you haven’t delegated something you should. On the other hand, it’s important for managers to let employees know they are responsible for their own growth and should be proactive about seeking new responsibility.
  • Know your people. Before you delegate tasks, it’s important to really know your employees. What are they gifted at? In what areas do they struggle? Assigning a task to the wrong person will only perpetuate your negative perception of delegation.

If you’re looking to do a better job of delegating responsibility within your organization, our team at LBMC Employment Partners is here to help. Whether you’re simply needing some actionable tips and strategies or you need to formalize an organizational structure for your team, our human resources specialists can help you create a plan for experiencing all the benefits delegation can create for your organization. 

Posted in: Human Resources