We all know we should. Successful managers and supervisors do it.  Results-oriented managers do it!  The people who get promoted do it.  Why don’t you? 

There are a lot of reasons not to delegate, but I have found in my years of consulting that FEAR is the big issue. Oh you can soften it and call it concerns or worry, but it’s fear and it holds you back. Let’s take a look at some of the reasons (excuses) we give for not delegating. 

• They won’t do it right and I will have to do it over. 
• They won’t do it right and I will get blamed! 
• No one knows enough to do it but me.  
• I can’t shove my work off on someone else. 
• If I give my work to the staff why will I be needed?

A closer look at these reasons (excuses) reveals that they are all fear-based. It may be mild like a worry, moderate as in concerned. or strong as in fearful.  Tell us what your reasons are in the comments section below. 

Here is a way to check out those fears.  For each fear ask yourself: 

1. Is this worry/fear realistic? 
2. Is it really, truly realistic? 
3. What is one thing I would like to delegate? 
4. What could I do to overcome this worry or barrier to delegating? 
5. What could I accomplish if I were relieved of some of these tasks?
6. Which tasks will I delegate and to whom?
7. Create an action plan 

For more help, discussion, and templates for delegating go to the resources section on the left side of this blog and click on the mini-workbook,”Delegation, Start Doing It Today” .  

What are your reasons for not delegating.  Please tell me in the comments section what your legitimate and illegitimate reasons for not delegating are.  I will assemble them into themes and get back to you on this blog.  Thanks.  

Tags: Delegation by Norma Smith Davis
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Organizations who have fully engaged employees have a much better bottom line than those whose employees are disenchanted. Intuitively we have always known this but a  2007 Towers and Perrin study of companies worldwide confirms it. Companies will earn more money if their employees are engaged, challenged and empowered. What does engaged mean?  It means that employees are willing and anxious to give more of their discretionary efforts to their work. They are connected to their organization emotionally, know how to add value and are willing to do so. Other facts from the study include:

•   Just 21% of the worldwide work force is fully engaged. So nearly 80% of people do not contribute fully and are costing the employer money in terms of productivity, effectiveness, customer service and more. But in America the percentage of engaged workers is 29% and 28% are disengaged or disenchanted.  In Mexico those numbers are 54% and 16%, in Japan the numbers sag to a whopping 3% engaged and 72% disengaged or disenchanted!  

•  The organization has a big impact on whether or not employees are engaged.  The notion that employees are just “free agents” 

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Tags: Management Skills, Rewards, Recognition by Norma Smith Davis
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