4 Dumb Reasons We Don’t Delegate Enough and 4 Cures

Ever feel like you can’t get out from under the work on your desk? Or is it more like the minute you cross off one thing on the to-do list, three more take its place?

As a finance leader, you aren’t alone. In fact, as a leader in general, you’re in company with many like-minded people.

Problem is, it’s an issue no leader wants or needs.

But there’s a solid solution that many leaders are reluctant to take: delegation.

Time to Delegate More

Most leaders in and out of Finance, need to do a better job of spreading things around so they can fix more problems at work.

It’s important for your time, and it’s important for your employees’ development.

In fact, one step toward great leadership is developing enough confidence in your employees to empower them to do the work. Plus, knowing when to involve your team – and developing an effective delegation playbook – contributes to your success.

So Why Do We Still Hesitate To Delegate?

Tara Powers , CEO of Powers Resource Center, has said that it takes a true understanding of the benefits of delegating can offer before most leaders let go.

To that, Powers has identified four of the dumbest delegating excuses — and tips for getting past those excuses and delegating more:

Excuse 1: I Got This All By Myself

Being able to do something all by yourself is probably true some of the time. But it’s impossible all of the time. Still, many finance leaders convince themselves that yes, they can do it all.

And that kind of thinking leads to burnout.

Delegate it: Even if you hadn’t considered it before, think about the duties you must do yourself and separate them from the things you really don’t have to do.

For example, take some of the smaller tasks of a huge project – such as gathering data and numbers – and split the duties up among employees.

Make it a “team effort,” and your employees will think they’re doing you a favor instead of seeing it as more work.

Excuse 2: Explaining What to Do Takes Too Much Time

Have you ever decided that it’s not worth the time to teach your employees a complicated system? You just figured it was easier to do it all yourself?

Then you didn’t feel that way when you’re in the middle of the complicated hell.

It will pay off to periodically train employees in more advanced duties. Take note: If you haven’t come around to teaching your gang a new task, decide which they can take over for the future and start training one or two employees.

Delegate it: Don’t delegate tasks you know might be too complicated to pick up in one sitting. You’re better off handling those yourself to get them done right. But figure out tasks that need little or no explanation and enlist someone.

Or, delegate tasks you know someone on your team has basic experience with. For example, call on employees who are great at research to help you find data.

Excuse 3: I Don’t Want to Pile Extra Work on Employees

So you’d rather pile it on yourself? That’ll likely just make you cranky and will never give employees an incentive to step up and learn something new.

But check with employees first. Even if they’re eager to step up, they might be thinking about their existing looming deadlines and not having enough room to wiggle.

You don’t want an employee to cave to pressure to do more work because she thinks it will “look good.”

Delegate it: Check that the timing is right. Avoid times when you know your team has extra work (for example, at the end of quarterly reports or during heavy vacation months).

Genuinely ask if the employee can take on the extra work, and if not, reassure them that’s fine, you’ll catch them when they have less on their plate.

Your aim isn’t to stress people out, so make sure you’re choosing an opportune time to delegate.

Excuse 4: I’ll Be Up the Creek if It’s Not Done Right

Obviously, you don’t want to have to redo your team’s work. This is why delegating to the right people is critical.

For instance, it’s best to avoid assigning something too complicated to a rookie; you could be stuck redoing the work when it’s above the employee’s level.

Delegate it: Take the time to thoroughly explain the delegated task and your expectations. Make sure the employee has a clear understanding of what he’s responsible for, details to focus on, absolute deadlines, etc. Let the employee know the outcome you expect.

Then, resist the urge to hover! Yes, it’s your reputation if the job isn’t done right, but show enough confidence in employees by checking in occasionally. Establish basic checkpoints or deadlines and follow up to see if the employee is going in the right direction.

Delegating has myriad benefits we don’t always consider. Delegating provides employees with growth opportunities, develops their skills, gives them a sense of achievement, and boosts commitment and morale.