Delegation isn’t offloading if done correctly. Sometimes, the fear SME business founders and their trusted reports face can be eased by revisiting the policies and procedures that serve as the itinerary for the business journey.
The art of delegation is “the skill of entrusting tasks to others while also giving them the authority to make decisions.” Although this seems like common sense, many resort to offloading grunt work onto the team without structure simply because there appears to be no time to establish and maintain order. This short-sighted approach hinders efficiency, productivity, and engagement.
For anyone in leadership, mastering delegation is essential—not just to free up time but to motivate and demonstrate to the team they are valued. The starting point? Putting HouseRules in place.
Fear of Letting Go: Why Leaders Hesitate to Delegate
Telling a child it’s time to start washing up doesn’t guarantee it will be done properly. When you go to put away a plate or glass only to find remnants of last night’s dinner, the first instinct might be frustration. Yet before pointing out the failings, ask yourself whether the guidance was clear.
The same applies in the workplace. Managers under pressure with deadlines and urgent requests often throw tasks at team members with little to no instruction. When the outcome is a disaster, their first reaction is to chastise. They store that frustration and use it as justification for not delegating again.
Yet the title clearly states delegation isn’t offloading, therefore, if a task isn’t done right, what can be improved? Having a capable person who isn’t being utilised is inefficient, unproductive, and unfair. Leadership demands guidance. Think outside of the immediate and ask if done correctly, could this be a task the manager permanently delegates?
Where there’s a strong possibility, providing written guidance alongside a one-to-one walkthrough will benefit the entire team. Assigning the team member to document the process themselves can also be a great indicator of their level of understanding.
SME Business Growth Through Structured Delegation
- It’s an interactive appraisal session where the individual demonstrates their understanding of the task.
- They can raise questions or concerns giving valuable feedback to the manager.
- The manager can expand by including links to policies to an additional resource explaining the reasoning for why the task needs to be done.
- There is an up-to-date quick guide to support new individuals through the task and the trainee becomes the trainer.
- Minimising the risk of silo working and the inefficiencies of only one person knowing how to complete the task.
Investing Time to Save Time: The Long-Term Benefits of Delegation
Yes, training others takes time, but isn’t that true of anything worthwhile? A quick city break is great, but nothing compares to that long-haul flight to a tropical paradise of good food, sea breeze, and rum. Likewise, in business, when a manager can confidently hand over responsibility without needing to sweep up a mess afterwards, it frees them up to focus on growth.
The reality is, developing a business is time-consuming, but that shouldn’t be an excuse to avoid delegation. Think about how you mastered your own skills—it likely wasn’t a straightforward success from day one. Growth takes patience, learning, and refinement.
Throughout my career, I’ve seen time and again how businesses struggle with delegation. Many founders and managers resist handing over responsibilities, only to realise later how much time they’ve wasted by not investing in structured support early on. When guidance is clear and policies are in place, businesses can avoid unnecessary delays and ensure team contributions add real value.
Building a Strong Business Through Structured Delegation
For SME founders, the priority is business growth. Some aspects of the business will naturally be more time-consuming than others, but that’s not a reason to avoid them altogether. This is where discernment is needed—understanding long-term goals and building a structure that supports them.
A business that encourages its team to develop skills fosters trust. It’s not just about what the company gets from the individual, but how the individual can advance within the company’s structure. Morale and productivity increase when people see a future for themselves within the business.
Clear policies and procedures do more than ensure tasks are completed—they set expectations. With ethical standards at the core, growth becomes a two-way street, where personal development and business success align. Recognition and reward systems further strengthen this, reinforcing the foundation of a trusted, interdependent internal community.
SME Business Growth Requires Structured Delegation
There are many aspects of business that SME business founders struggle with, delegation isn’t offloading but knowing how to fix it can be a challenge best overcome with company.
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Whether you consider it to be leadership development or regular housekeeping reminders mastering skills like delegation will ensure your SME business grows the way you envisioned.
Why Some Leaders Resist Delegation
This is one of the biggest contributors to toxic workplace environments and a glaring sign of missing HouseRules. Many leaders fear missing out when they see an MVP in action—someone whose performance is exceptional, someone who gets results. Their unhealthy ego demands a title and remuneration package that reflects their achievements. Yet, often, those promotions come with team responsibilities they have neither the skill nor the inclination to manage.
This is a fundamental flaw in many business structures. A high performer doesn’t necessarily make a good leader. The inability to nurture a team and lift others to their level—or higher—stems from an unhealthy need to outshine everyone else. Meaningful delegation rarely happens in such environments, and the wider team suffers as a result.
Company policies must ensure that leadership roles go to the right people for the right reasons. Outstanding performance is an achievement and should be celebrated, much like long service. Nonetheless, these factors alone don’t define ethical leadership. A business that values people must recognise the importance of structured delegation. Delegation isn’t offloading but a way of building trust in an internal community through transparency and support.
I’m not here to take up any more of your time than necessary. Go ahead and give some thought to what we’ve analysed here. If you’re having trouble recognising delegation isn’t offloading in your business – book a Sip & Chat.
Let’s make this more specific to your business growth and introduce structured delegation with HouseRules.
Until next time…
