Most of the time, I encourage you to delegate, give people space to perform, and provide good feedback so they will learn. But this week in my coaching, I heard several times where delegators aren’t paying enough attention to whom they delegate. That is, you have given your people assignments and responsibilities that are so beyond them that they become disheartened. While you want to push people, sometimes you can go overboard, especially when you aren’t around to support and guide them. Here are three ways you leave your people holding the bag.

1. When “figuring it out” is beyond their capability. Their lack of knowledge and inexperience can leave people feeling overwhelmed. Yes, sometimes the best learning is learning by fire, but they have to have a certain amount of seasoning to even know where to begin, let alone make sound judgments. Don’t assume they can do that.
2. When you leave them to assume responsibility for things that belong to you. When your inaction or inattention to execute falls directly on them to deal with, you leave them holding the bag. Think of when a client is upset with THEM because YOU didn’t do what you were supposed to do. Do they tell the truth and throw you under the bus? Or do they take the butt-kick in your place–again? Why should they even have to decide?
3. When you leave them to learn on their own. Self-learning will only go so far. They need your knowledge and experience to accelerate their professional development. Feeling left on an island is de-motivating, regardless of your excuse for being AWOL.

The danger lies in that you are so unaware of what you’re doing. You think you’re delegating, giving people responsibility and gaining valuable experience. But they think you’ve left them.

This week, find out if your people feel left. Ask. Listen. Give them your attention. Don’t dismiss what they say as lacking confidence or not wanting to work. And don’t leave them holding the bag.