Delegation - When is it not Appropriate?

You should not delegate when:

• The task requires a skill-set or compentency that the employee isn't qualified for
• The task is not aligned with the employee's career path
• They are activities with poorly defined objectives
• You don't have the time to set expectations, or support the employee along the way
• You are the best person for the job
• You are not delegating for the right reasons, for example, giving work to someone only because you do not like to do it yourself, not that you are freeing yourself up to do something else

In most cases, the following activities should not be delegated to others because they require the expertise of experience managers:

• Managerial functions such as team-building, budget approval, or employee development
• Decision-making is required involving objectives of the company or department
• Decision-making involving interdepartmental or company-wide relationships
• Tasks that deal with confidential information
• Performance evaluations
• Resolution of staff disputes
• Personnel matters
• Disciplining, praising, or thanking employees
• Delivering news you know will not be well received

It is also important to not put your own development or ability to lead in jeopardy by delegating. As leaders, it is important to understand that one reason we delegate is for the purpose of developing others. Be conscious of the type of work you hand off to others as you may find that some is integral to your own growth.

In conclusion, as leaders, regardless of our level in an organization, there are times when we have to take charge and weigh in our decision: is this appropriate to delegate or not?

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