Five Things Every Supervisor Needs to Know


Five Things Every Supervisor Needs to Know
What makes a supervisor great? While there’s not a quick or simple answer to that question, there is a certain skill set learned through time and exposure, that makes supervisors more effective. But with increasing pressure being placed on supervisors to perform, organizations can’t afford a long learning curve for SUPERVISORY SKILLS TRAINING. So as a trainer, what can you do to set your supervisors on a course for success?
Here are five key skills to start:
1. Guiding the Work
Supervisors are responsible for directing the work of their employees. The following points can help supervisors keep an eye on organizational demands while managing the day-to-day work of meeting group needs.
What to Do
  • Support organizational goals.
  • Get your employees involved in the planning process.
  • Act decisively.
  • Make plans with specific progress review dates.
What to Avoid
  • Telling employees that you disagree with management positions.
  • Consistently preparing detailed plans without consulting your employees.
  • Putting off making decisions until you’re sure that they’re perfect.
  • Failing to assign responsibility on tasks.
2. Organizing the Work
Supervisors need to constantly assess priorities and assign tasks because even the best made plans need attention as work progresses. It’s important to know how to delegate work to people and allocate resources to accomplish goals.
What to Do
  • Set schedules to meet the organization’s goals.
  • Use others’ expertise to organize when necessary.
  • Keep track of what’s going on in the informal organization.
  • Involve others if you have to reorganize.
What to Avoid
  • Accepting work changes without question.
  • Showing favoritism or fail to assign unpleasant tasks.
  • Failing to assign responsibility for necessary tasks.
  • Trying to have complete knowledge of all aspects of the work.

See: How to avoid errors in Work

3. Developing Your Staff
People are the key to every supervisor’s success. Developing one’s staff requires understanding the abilities of employees as individuals, rather than as a group. Only then can supervisors assign tasks according to development needs.
What to Do
  • Delegate work that develops your employees’ skills.
  • Get to know employees on an individual basis.
  • Keep employees informed about the status of their requests.
  • Make your expectations for results clear when you delegate tasks.
What to Avoid

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