July 31, 2024

What Should Managers Delegate and Not Delegate?

At its most basic level, delegation is about assigning tasks to your team. But ideally, it goes beyond that – to giving your team ownership of projects, problems, and goals that’ll help them grow and flex their superpowers. This approach allows you, as the leader, to focus on high-risk, high-reward activities that can push your organization forward in bigger ways. 

So what does effective delegation look like in practice? What should managers delegate and not delegate? Let’s take a closer look!

What should managers not delegate?

These items fall uniquely into the realm of higher-level management and leadership.

Reinforcing company values and goals: As the leader, you are the torchbearer of your organization’s culture. It’s your job to consistently communicate and embody the values and goals that define your company.

High-level planning and goal-setting: Crafting the vision for your organization’s future and setting long-term goals requires your strategic thinking and deep understanding of the company’s mission.

Strategic decision-making: Decisions that have a significant impact on the direction and success of the organization need your experience and insight. This includes making choices about new markets, major investments, and big changes.

Forming and deepening important external relationships: Building and maintaining key partnerships and client relationships often require the authority and trust that come with your leadership position.

Employee performance reviews and feedback: Providing performance feedback is crucial for growth and development. It also helps build a direct line of trust and communication between you and your team.

Motivating and coaching the team: Keeping your team inspired and aligned with the company’s mission is essential. Your presence, coaching, and encouragement can have a significant impact on morale and productivity.

High-stakes client relations: Handling critical client interactions, especially those involving large contracts or sensitive issues, should be done by someone with the authority to make bigger decisions and reassure the client.

Reviewing and approving important work: Tasks that have a significant impact on your company’s reputation or bottom line may need to pass through your hands for a final review.

Confidential and sensitive issues: Matters involving legal, financial, or sensitive HR situations require your discretion and careful handling to ensure they are managed correctly.

Monitoring team performance against goals and budget: Keeping an eye on the overall progress towards strategic goals and budget targets helps ensure the team stays on track and resources are used effectively.

What should managers delegate?

These items should be given to your team to own.

Project management and implementation: Let your employees take ownership of managing and executing projects. This not only builds their skills but also ensures they feel invested in the outcome.

Day-to-day customer relations and communication: Routine interactions with clients and customers can be managed by your team, allowing them to build relationships and address client needs promptly.

Solving medium to low-risk problems: Empower others to handle issues that don’t pose significant risks to the organization. This builds their problem-solving skills and confidence.

Devising new ideas and initiatives to meet goals: Encourage your team to brainstorm and implement new strategies and initiatives. Fresh perspectives can lead to innovative solutions.

Sales and new client proposals: Delegate the creation and presentation of proposals to team members. This helps them develop their pitch skills and understand client needs better.

Scheduling, timesheets, and other admin: These routine administrative tasks can be managed by your employees to free up your time for more strategic activities.

Invoicing and billing: Let other team members handle the details of invoicing and billing. They’re better equipped to manage these processes efficiently.

Routine reporting and data analysis: Regular reports and data analysis can be delegated to employees, allowing them to develop their analytical skills and provide you with valuable insights.

Training and onboarding new hires: Existing team members can handle the initial training and onboarding process, ensuring new hires get up to speed while you focus on higher-level activities.

Event planning and coordination: Delegate the logistics of planning and coordinating company events to your team. This allows them to take ownership of creating a positive and engaging experience.

Effective delegation is a crucial skill for any manager and leader. And an essential part of mastering this skill is understanding what things are best to hand-off to your team and what things you should retain. So what should managers delegate? Letting go of things like project management, daily client communications, and routine reporting frees you up to focus on strategic decision-making, high-stakes interactions, and sensitive issues. This way, you can focus on being the visionary leader your organization needs!