When Delegation Doesn’t Work

Some Managers and Supervisors chose not to delegate as it saves them from having to deal with their staff and allows them to control things by keeping the information to themselves.

A poorly designed position offers little chance of delegation as the individual is usually lacking the information they need themselves to perform their job; these people will find it difficult to delegate as they cannot pass on what is necessary when they don’t have it themselves.

Some workplaces do not work to systems and get by on dysfunctional work design which makes delegation difficult.

Workplaces that don’t work to clear goals make it difficult to pass on goals through delegation. The best that can be achieved in these instances is task oriented duties given to staff which falls sadly short of high performance work from effective delegation.

Communicating goals or criteria becomes difficult when a systems framework for the workplace does not exist. For those Managers and Supervisors who show initiative in trying to explain these in delegating, often face the peril of being reprimanded through rationalized feedback as a substitute for well developed plans and SMART goals

Often times the authority given through delegation is the start of a chain reaction of problems for the absence of clear responsibilities throughout the workplace and business. In these cases turf wars easily start where staff becomes afraid of taking delegated work.

When departmental plans and goals are poorly developed and communicated a Manager or Supervisor has little choice but to stick their neck out in giving advice in delegating, with little chance of recognition for their initiative. In these instances the good ideas in the advice offered is often stolen by those wallowing in the confusion of the workplace.

Focusing on results without consideration of the process fosters norms which create dysfunctional work habits. One desperate act after another in compensating for missing workplace systems only strays a business further from the desired sustainable business.

Some of the worst workplaces have come to be from neglect of sound skills development and practices which are substituted with compromised attempts at effective work. It is the like the dog chasing his own tail; so much energy, resource and opportunity is wasted.

Effective delegation is an integral part of a high performing work system but there are times when delegation doesn’t have a chance.