As a manager, you're responsible for accomplishing work through others. There are three important reasons for you to delegate:

1. You can't do it all - the very nature of a management position dictates this.
2. Your job as a manager is to focus on the work only you can do - while that may involve some technical work, it also includes planning, administration, coaching and team building. You can't do that if you're focused on work others can - and should - do.
3. Your success depends on it - refer to points 1 and 2. Also, since your success as a manager is measured in part by how well you develop others, it makes good sense for you to delegate.

Managers are often reluctant to delegate because they are unsure of how to go about it and don't see the benefits.  Here are some typical reasons they avoid delegating:

• "I can't trust my employees to do the work." If you can't trust the people who work for you (and who you might have hired) who can you trust?
• "I'll lose control of a task and its outcome" The appropriate level of direction and follow-up will help ensure you retain control.
• "I'm the only one who knows how to do this right" The people closest to the job - usually your employees - probably know more than you.
• "I can do it more quickly myself" Unlikely if you're doing everything you're responsible for as well as your employees' work.
• "Delegation dilutes my authority" Actually, it extends it by allowing you to get more done, yourself and through others.
• "I won't get recognized for the work they do" You will get recognized for the great work you've done as a manager and team leader - which is what you're responsible for doing.
• "I can't be as flexible" It's difficult to be flexible when you're overloaded with everyone's work and crises because you didn't delegate.
• "They're too busy" Unlikely, particularly if you find yourself working late in the office after everyone else has gone home. Also, much like you, if the work assigned is challenging and interesting, they'll learn something new, they'll be recognized for their achievements, and they're very likely to be motivated to take on new responsibilities.
• "They won't like me" That's entirely possible, but if the work doesn't get done, it's unlikely you'll be particularly popular with your manager, peers or customers either. If you delegate appropriately, are fair with the work distribution, and provide the appropriate recognition, you'll earn your employee's respect.
• "They don't see the ‘big picture'" They certainly won't if you don't show them. As a manager, it's important for you to provide this information to your employee's so that you get buy-in and work toward the same goals.

Almost every manager has these feelings at one time or other.  These statements are management myths. All they do is create anxiety for supervisors and demotivate and frustrate the staff they supervise.