Many small business owners start out their business doing everything themselves. However, as a company grows, it becomes vitally important to delegate tasks in order to keep it growing, while also allowing you to have a life outside of your business.
What is delegation? Delegation is the handing off of a responsibility and authority. In order to effectively delegate, business owners and managers must pair the right task with the right, properly trained person. They should set performance expectations, give the person authority to make decisions, and leave feedback.
Why should you delegate? Delegation has several benefits to you, your employees and your business.
Benefits to you:
- Frees up your time to focus on the important aspects of your business
- Reduces stress
- Enhances trust with your employees
- Delegated tasks may be better suited to someone else’s skill-set, so the task may be completed better than if you did it yourself
- Develops a successor to take over your job, so you can focus on growing your business
Benefits to your employees:
- Develops employee skills and advances their own careers
- Increases confidence, productivity, morale and career satisfaction
- Makes them feel more involved in the business and increases commitment to the company
Benefits to your company:
- Saves money and time
- Increases teamwork
- Boosts productivity
- Increases efficiency
- Raises workers’ skill levels, which will boost a company’s long-term success
Why is it difficult to delegate?
Many business owners and managers have difficulty delegating work to their employees. There are many reasons for this, although they typically fall into these categories:
Control. For those who find delegation difficult because they are too controlling, they usually feel that they’re the only ones who are capable of doing the tasks correctly. These managers must remember that their job is to guide the business instead and that an employee can be trained to do a task. A leader should focus only on specific tasks that guide and grow the business.
Lack of trust. Managers who don’t trust their employees need to carefully evaluate their team members. Why did you hire your team in the first place? Why did you stop trusting them? Can this lack of trust be rebuilt? Do you need to do more training to develop their skills?
Time management. Business owners and managers who avoid delegation may feel that it’s quicker to do the task themselves than it is to train someone to do it properly. This logic has several flaws. For a task that occurs regularly, taking extra time to train someone will pay off in the long run. And without delegation, you create an environment of dependency. If employees aren’t able to carry out particular tasks and make decisions on their own, they’ll become disengaged and dissatisfied.