Why are managers afraid of delegating tasks?

#1.  Fear of loss of control.The inexperienced and insecure manager is afraid that if they don't do everything themselves things will spin out of control and they will lose authority to shape projects.  Let's examine this fear:

• If you recognize this as your own fear as a manager, remember that you have the power to require employees to check in with you, report progress, and you can set the schedule for completion of stages in a project to build in time for edits and tweaks you feel are needed.
• Delegate from a sense of your own power and your fears will fade

#2.  Fear/Dislike of employees stealing credit or sharing the limelight.  

Let's look hard at this fear:

• Just as your organizations failures ultimately reflect on you as a manager, so do the successes
• A part of maturing as a manager and human being is learning to enjoy your new role as a mentor to a new crop of professionals.  Their successes are your successes.
• If an employee truly tries to steal credit or becomes unduly competitive, that is a separate issue that you can deal with, ultimately you have the power to fire them so why be bothered by small expressions of ego?

#3.  Don't feel you have time to teach employees how to do the delegated work or supervise them:

• If you are feeling time crunched, only effective delegation will get work off your desk so a small hump of extra work will pay off in the long run
• Part of delegating the task can be assigning the employee to job-shadow, read, take a course, do online tutorials to acquire skills.  You don' t have to take on all the training yourself. 
• While a lot of supervision might be needed the first time an employee takes on a job, it will decrease markedly the next time. 
• Delegation and supervision IS your job as a manager.  Likely all the work on your desk is really not your job and needs to be delegated. 

 #4  Worry that your employees will make mistakes, use methods you don't approve of, generally goof up something.

• Employees will make mistakes and that is a part of learning.
• Planning for training and supervision and scheduling to allow for error correction is part of your job as a manager and part of your effective delegation strategy.

Delegating involves assigning subordinates responsibility over a task or different aspects of a project. When executed correctly, delegation can increase productivity and motivation within an organization. However, delegation can also cause confusion and inefficiency. Understand the advantages and disadvantages of delegation to avoid mistakes and improve your delegation skills.

• If there is miscommunication about the expectations for the task, conflict may arise between the subordinate and the supervisor. Subordinates may fear asking for clarification, while supervisors may underestimate the complexity of the project and fail to thoroughly explain the task. Without clear goals and objectives, the subordinate and supervisor can have contrasting ideas on how to successfully complete the task.

• Subordinates may not have enough vested interest or personal connection to the project to wholly understand the significance of the task. They may not have the same commitment level or passion as the originator of the task, as it was not their idea from the beginning. For example, if you put in substantial effort over several months networking and gaining influential contacts, then you will value following up on them more than a person who did not witness or participate in the effort.

• If your subordinates are already swamped with their own duties, they may not have the time to fully focus and put in their best work for delegated tasks. Other times, the delegated tasks might be above the subordinate's skill level or experience. The capacity to complete the task may also be limited by the lack of resources. Or, the subordinate may not enjoy the assignment or simply not care, which lowers performance.

not all the managers are, but if your manager is you can always take control by having their trust on you. how can you do that is not to surpass them from email communication. if you achieve something send it to your manager only and let your manager send it to higher manager,