Monday, 30 december 2019 | Redacción CEU
Have you ever heard the saying "if you want something done right, do it yourself"? We are not always aware of them, but there are many prejudices in the work world. Believing that nobody can do something better than a boss is one of them. When a leader leaves an important task in the hands of an employee, some people may think that this professional is avoiding work. It may indeed be happening at times. However, it can also be a sign that the person in charge is precisely doing a good job. Delegating also means sharing responsibilities, and, despite what it may seem, deciding when, how and with whom to do it is one of the most fundamental tasks of an ethical leader.
In the same way that there are bosses who follow "the path of least resistance", by performing only what is essential not to lose their position, there are also bosses who take on all the workload. The latter can be mainly seen in people who occupy a position of responsibility for the first time and in professionals who overly worry about achieving perfection. Naturally, any of these two extremes is counterproductive for both the bosses themselves and their surrounding environment.
Bosses who delegate excessively and without care will not have a real perspective on the work that their employees are doing, not being able thus of playing a good role as leaders. Probably, this negligence or excessive trust will become evident as time goes by, by even leading to serious incidents as a result of it. Even if a manager feels detached from these issues, in no way does that mean that they are not responsible for them.
Behind this carefree approach, there is usually a lack of interest. On the other hand, bosses who do not know how to (or do not want to) delegate may be very dedicated to their work. They are the ones who need to understand that delegating is an important and necessary activity for leaders, and, that only thanks to it will leaders be able to take advantage of the full potential of their teams.
Leaders must be able to make the best of their subordinates in order to ensure that employees have sufficient confidence to develop their special skills and perform the job with success and, when possible, with excellence. This is only achieved when employees enjoy some leeway, when they are more proactive, and when they have the ability to make some decisions. Dependent teams are unproductive, manage time worse and have low self-esteem as well as little motivation.
Having a team with a good level of autonomy is a desirable goal because:
- Leaders can devote more time to what is really a priority.
- The absence of the leader does not become a problem.
- The same patterns are not repeated, since the work does not depend on the approach of a single person.
- Employees do not have to ask their bosses questions again and again, gaining thus in efficiency.
- It increases the employees’ feeling of belonging to the company and, therefore, their level of commitment as well.
- Employees are more motivated, boosting their self-esteem.
- It helps employees grow professionally; it is a good opportunity for them to prove their worth.