A recent study by leadership consultancy DDI reveals a surprising gap in leadership skills: fewer than one in five leaders are effectively delegating. This matters because delegation isn’t just a helpful habit—it’s the most effective way to prevent burnout. DDI’s global survey of nearly 10,800 leaders underscores how burnout is still hitting the leadership ranks hard, and poor delegation may be part of the reason why.
Leaders seem to understand delegation’s value on paper—80% agree it’s the key to managing stress—but few actually apply it well in practice. That disconnect could be fueling the emotional and mental overload many leaders face daily. Interestingly, the study found that stress levels tend to be higher for those working fully on-site, likely due to the emotional toll of constant face-to-face interactions. Still, leaders working remotely or in hybrid setups reported the highest levels of burnout overall, suggesting that off-site work brings its own challenges, like isolation, blurred boundaries, or always-on digital communication.
Burnout isn’t just a personal issue—it has ripple effects across teams. Burned out leaders are half as likely to feel engaged at work, and when they disengage, their teams often follow. Delegation could change that dynamic. It helps leaders free up time, share ownership, and focus more on guiding and supporting their teams, which fosters better collaboration and growth.
The problem is, many leaders hesitate to delegate. Some fear they’ll seem incompetent if they offload tasks, while others simply don’t trust others to do the job as well. This reluctance often stems from a common workplace trap—promoting individuals based on technical expertise or output, without equipping them with the people skills they need to manage effectively.
The bright side is that delegation isn’t an innate talent—it’s a teachable skill. DDI stresses that with the right training and ongoing support, organizations can help leaders develop the confidence to delegate strategically and consistently. This shift doesn’t just lighten the load for managers; it builds more resilient and empowered teams.
As 2025 approaches, manager burnout is expected to become one of HR’s biggest challenges. Helping leaders learn to let go of the idea they need to carry it all alone might just be the reset everyone needs.
