Tune in to the second part of the Dilemma of Delegating as I talk about the benefits of doing it the right way.
Let’s look at the other side of the coin. What might be some benefits for your employees if you were to start delegating to them on a regular basis.
Research has shown that when employees are delegated additional job responsibilities it keeps them on a growth curve. One of the main reasons a person will leave a company is because he or she feels (there is that word again) they are not growing. They begin to feel they have outgrown their job.
While most employees will eventually move up or move on from a company, what allows them to be most fulfilled in the time they spend at your organization is when they are on a learning curve. It is rewarding to learn skills they did not possess when they started, and to be challenged and made to develop skill sets that make them glad they worked there.
A second reason to delegate to your team members is that it allows them to feel in on things. It allows them to feel like they are an important part of your team.
According to Wikipedia, “Abraham Harold Maslow was an American psychologist who was best known for creating Maslow’s hierarchy of needs, a theory of psychological health predicated on fulfilling innate human needs in priority, culminating in self-actualization”.
Maslow shared with us that one of the basic needs of human beings is to have a sense of belonging. Your employees will gain that sense of belonging when they are allowed to successfully contribute to your company. This happens when they are delegated additional responsibility.
