{"id":6228,"date":"2019-10-25T18:17:10","date_gmt":"2019-10-25T22:17:10","guid":{"rendered":"http:\/\/www.managementcenter.org\/?post_type=article&#038;p=6228"},"modified":"2025-07-14T21:38:48","modified_gmt":"2025-07-14T21:38:48","slug":"dont-take-the-work-back","status":"publish","type":"resources","link":"https:\/\/www.managementcenter.org\/resources\/dont-take-the-work-back\/","title":{"rendered":"How to Avoid the Delegation Boomerang"},"content":{"rendered":"\n<p>When you become a manager, your approach needs to evolve. Your role now includes getting work done with and through other people, instead of doing the work yourself. The best way to empower your team to get equitable, sustainable results is through effective delegation. Let\u2019s say you have been clear and thoughtful in assigning a project to a team member by <a href=\"http:\/\/www.managementcenter.org\/resources\/delegation-worksheet\/\" target=\"_blank\" rel=\"noopener noreferrer\">agreeing on expectations<\/a>, planning to <a href=\"http:\/\/www.managementcenter.org\/resources\/probing-questions-get-beneath-surface\/\" target=\"_blank\" rel=\"noopener noreferrer\">stay engaged<\/a>, and calendaring opportunities for <a href=\"http:\/\/www.managementcenter.org\/resources\/debriefing-template\/\" target=\"_blank\" rel=\"noopener noreferrer\">accountability and learning<\/a>. You&#8217;re on your delegation a-game!<\/p>\n\n\n\n<p>&#8230;Or are you?<\/p>\n\n\n\n<p>When that team member walks into your office a week later and gives you a draft that emphasizes the wrong points, or asks you to step in and use your knowledge or relationships to advance the work, or when you realize the project will likely miss the deadline, what do you do? If you&#8217;re like many managers, you might end up taking back responsibility for some (or all) of the work. Now <em>you<\/em> are on the line for the next step(s) on that project. That&#8217;s what we call<strong> the delegation boomerang<\/strong>.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Don&#8217;t Take the Work Back!<\/h3>\n\n\n\n<p>The delegation boomerang is incredibly common. We&#8217;ve all done it. We&#8217;re human, and we like being helpful, or hate seeing people struggle, or feel like we could do it better ourselves (and, to be honest, it would just be easier). (For typical motivations and how to talk yourself out of it, see the <a href=\"http:\/\/www.managementcenter.org\/article\/delegation-boomerang-faq\/\" target=\"_blank\" rel=\"noopener noreferrer\">Delegation Boomerang FAQ<\/a>.)<\/p>\n\n\n\n<p>Regardless of your motivations\u2014or the fact that your staff member may appreciate the help\u2014the delegation boomerang can seriously undermine the work, your team, and you in the long term:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>It disempowers the owners of the work\u2014they don&#8217;t get to figure out a plan, solve the problem, try it again, and improve.<\/li>\n\n\n\n<li>It harms your relationship with staff\u2014you demonstrate a lack of trust in their abilities, which can be especially harmful for staff with marginalized identities who may already have to work harder to legitimize their skills.<\/li>\n\n\n\n<li>It makes it harder for you to diagnose performance problems when you never get to see people struggle and fail\u2014or succeed.<\/li>\n\n\n\n<li>It diminishes your credibility and effectiveness\u2014you do someone else&#8217;s work while yours piles up.<\/li>\n\n\n\n<li>It hurts your long-term growth and development, as you&#8217;re spending time on things you know how to do, rather than strengthening your own skills in new areas.<\/li>\n\n\n\n<li>It makes you a bottleneck in the work you have delegated\u2014you become the &#8220;next step&#8221; in the project.<\/li>\n<\/ul>\n\n\n\n<p>You&#8217;ve already spent a ton of time and energy delegating that project to your team member, so don&#8217;t take it back!<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Take the Work Forward<\/h3>\n\n\n\n<p>Pay attention to the situations that bring out your delegation boomerang impulse and consider how to validate your team member&#8217;s concerns, requests for support, and the reality of the work, while resisting taking the project back.<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table><thead><tr><th>When\u2026<\/th><th>\u2026Then<\/th><th>Try Saying This:<\/th><\/tr><\/thead><tbody><tr><td>\u2026lack of confidence is in the mix\u2026<\/td><td>\u2026offer to workshop it together.<\/td><td>\u201cI know this is a new project for you and I believe in you. At our next check-in, bring the options you can think of to get this back on track. We\u2019ll look at them together and figure out a plan.\u201d<\/td><\/tr><tr><td>\u2026lack of experience is at play\u2026<\/td><td>\u2026give them coaching and more frequent input.<\/td><td>\u201cIt\u2019s normal to bump up against these frustrations your first time trying this. I\u2019ve got your back. Let\u2019s dig into what\u2019s challenging right now and increase our check-ins to twice a week while you\u2019re getting your footing.\u201d<\/td><\/tr><tr><td>\u2026the first draft was poor..<\/td><td>\u2026show them what needs to be changed and why. Then have them try it with a slice of the draft so you can check for understanding.<\/td><td>\u201cHere is what needs to change in the draft. Here\u2019s why: ___. Does that make sense? I\u2019d like you to incorporate this feedback by the end of the day and send it to me. We\u2019ll check in, and assuming your changes are spot on, let\u2019s plan to have a full edited draft in by Friday EOD.\u201d<\/td><\/tr><tr><td>\u2026you hold important knowledge, skills, relationships\u2026<\/td><td>\u2026flex these without doing the legwork.<\/td><td>\u201cI think my [knowledge, skills, relationships] could help with this. I\u2019m happy to contribute once you\u2019ve teed it up (scheduled the meeting, drafted some talking points, defined the ask, etc).\u201d<br><br>or<br><br>\u201cThis is something I have experience with. What specific questions can I answer based on my experience to help you take the next step?\u201d<\/td><\/tr><tr><td>\u2026they are upset\u2026<\/td><td>\u2026empathize and support while keeping the work in their court.<\/td><td>\u201cI\u2019m sorry you\u2019re grappling with that. Would it be helpful to role-play a feedback conversation about it?\u201d<\/td><\/tr><tr><td>\u2026they want a solution\u2026<\/td><td>\u2026emphasize their role as problem-solver.<\/td><td>\u201cThat&nbsp;<em>is<\/em>&nbsp;a problem. Why don\u2019t you get on my calendar for later today? Bring some potential solutions or your best thinking, and we can talk through them.\u201d<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<p>Finally, support staff development by debriefing what they learned from owning the project or responsibility. Reinforce your commitment to supporting their ownership of the work and be explicit about why you did not take the work back: \u201cWhen you came to me with the request that I edit and finalize the report, you probably noticed that I did not take it on. In fact, you held onto it and here\u2019s what I saw you do\/accomplish\/learn: [share specific <a href=\"https:\/\/www.managementcenter.org\/resources\/give-more-and-better-feedback-with-csaw\/\" target=\"_blank\" rel=\"noreferrer noopener\">feedback or praise<\/a>]. What was it like for you? What takeaways do you have from that experience?\u201d<\/p>\n\n\n\n<p>By resisting the delegation boomerang and keeping work squarely in the hands of its rightful owners, you&#8217;ll develop your people, increase confidence and capacity, and strengthen your relationships\u2014while doing your own to-do list a major favor.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>The delegation boomerang can undermine the work, your team, and your management. Here are tips for dodging it (while still supporting your staff member to do the work!).<\/p>\n","protected":false},"author":14,"featured_media":10397,"template":"","meta":{"_acf_changed":false,"om_disable_all_campaigns":false,"footnotes":""},"tags":[],"resource_types":[48],"topic":[36],"collection":[],"class_list":["post-6228","resources","type-resources","status-publish","has-post-thumbnail","hentry","resource_types-article-publication","topic-delegation"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v26.0 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>How to Avoid the Delegation Boomerang - The Management Center<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.managementcenter.org\/resources\/dont-take-the-work-back\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"How to Avoid the Delegation Boomerang - The Management Center\" \/>\n<meta property=\"og:description\" content=\"The delegation boomerang can undermine the work, your team, and your management. 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