The Delegation Roulette: Place Bets on Your Team - Not Your Overtime!

Let’s talk about a little game most managers play without even realizing it - it's called the delegation roulette.

You know the rules:

• Step 1: You're overwhelmed and have many plates spinning at all times.

• Step 2: You finally hand something off (with mild panic).

• Step 3: They do it… but not exactly your way.

• Step 4: You quietly take it back, redo it, and decide you’ll just do it yourself next time.

• Step 5: Repeat forever and wonder why you’re burnt out and your team isn't developing.

If this hits close to home, you’re not alone.

Learning how to delegate effectively as a manager is one of the hardest things to master and not because you’re bad at it. It’s because it’s deeply uncomfortable, even for great people leaders.

Why Do We Struggle with Delegation?

Delegation should be easy, right? Just give someone a task and boom, you've got some time back.

In reality, it's not so simple, there's a lot going on inside your head:

1. The struggle to give up control

   Psychologically, we're wired to avoid loss (also known as loss aversion), even when the potential gain is better. Letting go of control feels risky, so even when you know it's the right then to do, it can be a real struggle to let go.
   

2. The "I can do better" bias

   Management should not be your way or the highway but many of us feel (rightly or wrongly) that we are far more competent than others at what we do, which makes it hard to believe than someone else could do the task just as well - or better - even if their means of getting there is different than yours.
   

3. The fear or judgement if people mess up

   Many of us fear that others will mess up and it will reflect badly on you, your team or organisation. We wonder what our colleagues or senior leaders will think if they see mistakes and whether they'll question your leadership skills. These fears are completely normal, but they also paralyze growth.
   

4. The delegation guilt of passing the buck

   Many of us actually struggle to delegate because we feel bad passing the buck. We don't want to appear lazy or put burden on our busy teams, but when done right, delegation helps them develop - not suffer.

This is why it's so important to figure out how to delegate effectively as a manager because it isn't just about the task, it's about rewiring your thinking about delegation.

Delegation is a Skill, not a Trait

Here is the reframe you need to think about: Delegation isn't about letting go of responsibility, it's about reassigning ownership in a smart and intentional way.

It's how you grow your team, free yourself up to work on more strategic tasks, avoid being a bottleneck that slows everything down and ultimately how you raise your leadership game.

A Simple Guide on How to Delegate Effectively as a Manager

So, how do you get better at delegating without having mild heart palpitations?

✅ Step 1: Choose the Right Task

Start with something low risk. Don’t make your first move by handing over a work critical task. Think:

• Meeting prep

• Drafting a first version of something

• Research

• Admin tasks

• Repeatable processes

• Low impact but high effort tasks that you don't have time for
  

✅ Step 2: Pick the Right Person

Match the task with someone’s strengths or learning goals.

• Want someone to build presentation skills? Let them lead the next team huddle.

• Got someone who loves details? Hand off a technical task or document creation.

This is where understanding your team matters. When you’re clear on who’s ready for what, delegation becomes easier and more effective.

✅ Step 3: Set Clear Expectations

Say it with me: “Clarity prevents chaos.”

• What’s the outcome?

• What’s the deadline?

• Are there any must-dos or no-goes?

Also: let them know what flexibility they have. Can they try a new method? Or should they stick closely to the usual process? Clarity builds confidence for both of you.

✅ Step 4: Let Them Do It

Step back. Take a deep breath. Do not hover! Don’t check in every 10 minutes. Let people surprise you. This is the step where most delegation roulette happens: the panicked tug-of-war between "I'll just check in" and "I'm going to redo this entire thing."

Instead, schedule a midway check-in or offer support only if needed.

✅ Step 5: Follow Up and Give Feedback

Once the task is done, don’t just say “thanks” and move on. Talk about:

• What went well

• What they’d do differently next time

• Any tips for improvement

This closes the loop and makes the next round even smoother.

These steps might seem basic, but when repeated consistently, they’re game-changers for learning how to delegate effectively as a manager. For more advice, check this out.

Common Delegation Pitfalls to Avoid

Let's keep it real - you won't get this right immediately. Even when you know what to do and you've been leading teams for years', it's easy to land in one of these pitfalls:

• Dumping, not delegating: Handing off a mess without context or support? That’s not delegation - it’s a hand grenade and the epitome of poor management.
  

• Taking it back at the first sign of imperfection: Stop rescuing. Let people learn. You didn’t get perfect by magic either (are you probably still aren't).
  

• Only delegating to the same 1 or 2 people: Spread it out. Don’t burn out your A-players while B-players never get a shot, and don't be seen to have 'favorites'.
  

• Delegating, then micromanaging: If you're going to redo it anyway, just admit it and move on. Don't hand off a task and then track their every move. Just delegate properly and back off.

LinkedIn has some great advice here too.

Final Bets: Delegate and Celebrate

Here's the bottom line: Great leaders don't succeed by doing everything themselves - they win by building others up, trusting them with real work, providing feedback when it goes wrong, and freeing themselves up for the bigger and more strategic work.

If you're stuck spinning the delegation roulette, pause and ask yourself:

1. What's one thing I am holding onto that someone else could own?

2. What's the worst that could happen if I let go?

3. What's the best that could happen if I let go?

Start small, get better, and remember: Delegation isn't giving anything up - it's about growing people and winning back your time.

Team Sparx is here to make leadership and team development easier - head on over to www.team-sparx.com to learn how we can support you and your team.