You have likely encountered this scenario before—a member of your team approaches you seeking input, decisions, or advice. Sometimes, it’s a simple question such as, “What should I do with xyz?” But with that simple inquiry, a new task lands on your overflowing to-do list.

You find yourself questioning how this responsibility has suddenly become yours. This is what we call of upward delegation, where employees delegate tasks back to their managers, that were initially delegated to them.

There can be consequences to this,

• your workload increases
• you feel more pressure,
• you stress out.

It can also disrupt the balance of responsibilities and leave managers feeling stretched thin. They find themselves dealing with tasks they should not be spending any time on in first place.

In this situation managers often feel an obligation to assist their team members, wanting to be supportive and provide guidance. But they experience frustration and concern over the additional tasks. This can take a toll on their overall well-being and job satisfaction.

The risk of upward delegation

To navigate the challenges of upward delegation, managers must adopt strategies that strike a balance between supporting their team and managing their own workload. Open and clear communication becomes paramount, allowing for honest discussions about responsibilities and expectations. Managers should encourage team members to develop problem-solving skills and take ownership of tasks, empowering them to find solutions independently.

• In most cases a “How would you solve this?” will do the trick.

Leaders must prioritise time management. By setting boundaries, you can ensure that your energy and efforts are focused on tasks that have a high impact. Delegation should be a two-way street, with managers actively delegating downward, distributing tasks based on individual strengths and development opportunities.

Creating a culture of delegation within the organisation is vital. It promotes a sense of responsibility and encourages employees at all levels to take ownership. By fostering this culture, managers can establish a more productive and balanced work environment.

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