Tess a Gen Z client, newly promoted to manager, called me today “I now manage this recent college graduate who knows nothing. It takes me so long to teach him, and honestly, I don’t have the time. It’s faster if I just do stuff myself.” Tess is right, a task she can do in 30 minutes might take a new employee an hour.

This frustration may explain why entry-level postings now require a year of experience. As Gen Z professionals (ages 28-18) move into management, they are learning that successful delegation takes work.

But delegating is a critical skill.  Research shows that CEOs who excel at delegating generate 33% higher revenue. They understand delegation is necessary so they can focus on more strategic activities. It also helps employees grow.

I suggested she start with the basics:

• identify routine tasks
• provide clear expectations and deadlines,
• establish regular check-ins for feedback
• document processes as you teach them—this creates reusable resources for future training.

I told her to use the “30% rule”. Spend 30% of her time explaining the task and desired outcome, let them handle the middle 40% independently, then spend the final 30% reviewing and providing feedback. Practice explaining tasks clearly and resist the urge to take work back when it’s not perfect the first time.  This builds skills while maintaining quality standards

While Tess is Gen Z, delegating to someone her age, delegation can be challenging in multi-generational workplaces where communication preferences and learning styles vary significantly.

New managers must shift from “doer” to “developer. Delegation is about developing people, not just completing tasks. The time you invest now in teaching creates future capacity for both you and your team members.