Why Delegation is Tough for New Tech Leads

For new tech leads, transitioning from an individual contributor to a leadership role can be a significant challenge. One of the hardest skills to master during this shift is delegation. It’s not just about farming out work – it’s about a change in mindset, trust, and understanding your evolving role within the team.

Here are some reasons why delegation can be so tough for new tech leads:

1. Struggling with an Identity Shift

When stepping into a leadership role, new tech leads often experience an identity crisis. After years of honing their technical skills, their self-worth is tightly linked to their ability to write great code. Now, as a leader, they’re expected to step back from delivering great work themselves and empower others to shine. This can feel like letting go of a core part of themselves.

The question “Why should I delegate this task when I can do it better?” often looms in their mind. This inner conflict creates tension – letting go of the tasks that made them valuable feels like losing a part of their identity.

2. Shifting Peer Relationships

Another difficulty is the change in relationships. Often, new tech leads find themselves leading the same peers they once worked alongside. Asking these peers to take on tasks can feel awkward, as it alters the dynamic of those relationships. The fear of being perceived as “bossy” or too authoritative holds many new leaders back from embracing their leadership role. This discomfort can result in hesitation and ineffective delegation.

3. Fear of Lower Quality Work

Many new tech leads fear that delegating work will lead to lower quality output. They earned their leadership role through technical excellence, and the thought of entrusting important tasks to others brings concerns that their standards will not be met. This fear keeps them holding onto tasks rather than risking subpar results, which can lead to them becoming a bottleneck and ultimately burnout.

4. Struggling to Find the Right Balance

Delegation isn’t just about handing off work; it’s also about finding the right balance between guiding your team and giving them freedom. New tech leads often struggle with finding the middle ground between micromanagement and over-delegation.

a. Micromanagement and the Fear of Letting Go

When new tech leads do start delegating, they often fall into the trap of micromanaging. They may assign tasks but then hover over the team member, constantly correcting and offering feedback. This behavior, usually driven by concerns over quality or deadlines, frustrates both parties and undermines trust.

b. Lack of Clarity and Context

On the flip side, some new tech leads over-delegate, assuming their team will intuitively understand the context or expectations of a task. Without sufficient clarity or context, team members may deliver work that misses the mark, reinforcing the belief that “delegation just doesn’t work”. Effective delegation requires clear communication – defining what success looks like and why the task matters.

The Cost of Ineffective Delegation

Learning to delegate effectively is a critical skill that takes practice. When delegation doesn’t happen – or happens poorly – it impacts the entire team. It can result in burnout for the tech lead, frustration for the team, and missed opportunities for growth and productivity. In our next post, we’ll explore the specific impact of poor delegation on both tech leads and their teams, and strategies to overcome these common pitfalls.