Failing to Delegate
Doing too much and failing to delegate can be harmful not only to the health of a manager, but can also be damaging to the long-term development and success of the organisation itself. By doing all of the work and making all of the small decisions themselves, a manager gives off the impression that they do not trust the workers they are responsible for to do the tasks correctly. Not only is it doing the work, but not allowing employees to make decisions will stop them from doing things for themselves and instead take up the manager's time in this way too by constantly asking them questions about what should be done. It is often a vicious circle, as the more that workers get used to being told as to what to do next, the more they will ask.
Of course it is the responsibility of a manager or management team to make decisions and give instructions, and this is one of the primary roles of management, but this can be limited to the major decisions, long-term strategy and goals of the organisation.; Once these have been established, if workers are allowed to make the little decisions, this self-empowerment will often lead to greater commitment and determination to succeed (as they feel that they need to make their decision work), improved overall morale and create an atmosphere of new idea generation that may be of huge benefit in the future to the business. The quality of their work may also improve if they no longer have a manager who will check it and re-do parts of it anyway, as the employee will feel like they are doing the final version and that it needs to be right.
Effective delegation requires managers to allocate the necessary resources to complete the task(s), and then tread the fine line between walking away completely and micromanaging. This is a delicate skill that is only learned through experience, along with attending management training courses on delegation and how to delegate effectively which will help existing and new managers develop their delegation skills to become better at letting go of certain tasks, allowing them to have more leisure time or more opportunity to focus on the long-term development of the organisation.