The biggest mistake managers make when delegating tasks
Many managers mistakenly take a hands-off approach to delegation, often creating frustration and inefficiency. Wall Street Journal contributor Sabina Nawaz recommends that supervisors visualize a "delegation dial" to help determine appropriate levels of guidance based on the task and the employee's experiences. An intern, for example, needs more oversight than a senior colleague. By determining different "notches," ranging from micromanagement to full autonomy, leaders can help avoid expectation mismatches and better foster team growth. Nawaz also notes that regular check-ins are essential for ensuring team alignment.
If delegation keeps failing, the issue may not be your team. It may be that you step away too soon 👀
Most managers are told that effective delegation means handing off work and stepping aside. In reality, this hands-off approach is exactly where delegation often breaks down. When leaders disappear too quickly, employees are left guessing, mistakes multiply, and frustration grows on both sides.
Leadership coach Sabina Nawaz explains that delegation is often treated like an on/off switch. Instead, it should adjust based on an employee’s experience, confidence, and familiarity with the task. Even highly capable team members may need guidance when something is new or complex.
Her solution is the delegation dial, a flexible way for managers to match their level of involvement to the situation. At early stages, employees may need to observe how a task is done or receive clear direction. As understanding grows, leaders shift into explaining the why behind decisions, then into coaching through thoughtful questions. Only once capability and confidence are proven does full autonomy make sense, with the manager acting as a safety net rather than disappearing entirely.
One of the most overlooked parts of delegation is regular check-ins. Regardless of autonomy level, brief and consistent touchpoints prevent misalignment, surface challenges early, and build trust. They also allow managers to reassess readiness and increase independence at the right pace.
When delegation is done intentionally, everyone benefits. Managers regain time and focus. Employees grow faster and feel supported. The quality of work improves, and last-minute crises become far less common.
Delegation is not about stepping back as fast as possible. It is about staying involved long enough to build real capability 🚀
Most managers are told that effective delegation means handing off work and stepping aside. In reality, this hands-off approach is exactly where delegation often breaks down. When leaders disappear too quickly, employees are left guessing, mistakes multiply, and frustration grows on both sides.
Leadership coach Sabina Nawaz explains that delegation is often treated like an on/off switch. Instead, it should adjust based on an employee’s experience, confidence, and familiarity with the task. Even highly capable team members may need guidance when something is new or complex.
Her solution is the delegation dial, a flexible way for managers to match their level of involvement to the situation. At early stages, employees may need to observe how a task is done or receive clear direction. As understanding grows, leaders shift into explaining the why behind decisions, then into coaching through thoughtful questions. Only once capability and confidence are proven does full autonomy make sense, with the manager acting as a safety net rather than disappearing entirely.
One of the most overlooked parts of delegation is regular check-ins. Regardless of autonomy level, brief and consistent touchpoints prevent misalignment, surface challenges early, and build trust. They also allow managers to reassess readiness and increase independence at the right pace.
When delegation is done intentionally, everyone benefits. Managers regain time and focus. Employees grow faster and feel supported. The quality of work improves, and last-minute crises become far less common.
Delegation is not about stepping back as fast as possible. It is about staying involved long enough to build real capability 🚀