What are the Disadvantages of Delegating Work?

Relegating work entails allocating tasks to employees with the aim of accomplishing the results within the stipulated time frame. Managers adopt work delegation so as to meet to demands posed by the pending work. When delegating, it is imperative to evaluate and establish the importance and urgency of the work. Sometimes, managers are tied up in attending to the more urgent and important assignments while other duties remain unattended.

This calls for a need to distribute the tasks to other employees in order to harmonize the productivity process in the workplace. Definitely, managers want to achieve the best results from delegated tasks. This means that the workers allocated duties should show high standards of performance to meet the manager's expectations.  

When delegating, the manager is accountable for the outcomes of the work.  Should the results be substandard, the manager is expected to respond to the cause of the poor performance. One of the setbacks of delegating work is the failure to achieve the desired results.  When duties are delegated, it is expected that the results will meet the requirements. 

However, due to the fact that the tasks are allocated to down-line employees they may lack the ability to give the desired results. This means that the results may not meet the exceptions of the manager and hence the customer. Indeed, this is one of the reasons why it's hard for some managers to relegate duties and opt to attend to them personally. 

Delegating can also create lack of commitment and laxity within the manager. This is actually abusing the role of delegation since the manager realizes that somewhere there is an employee who can attend to the tasks thus delegates even when not occupied with other duties. This promotes laziness within the manager. Delegation should only be done when it is necessary and not without a cause.