Job Supervisor
The Big Picture - Supervisor Training
They say actions speak louder than words. I've been thinking about that when it comes to the supervisor training programs we offer. I always want you to walk away with practical tools and the inspiration to use them when you attend our supervisor training programs.
So I asked myself, how can I show you through actions some of the most important aspects to being a high impact supervisor?
Over 20 years in the trenches of leading teams, there are many ‘stand out' moments I've had that made huge differences in my professional life. In the next several blog posts, I'll share these with you and highlight the deep learnings I've had as a result of these experiences.
Here's the first one.
This happened 19 years ago. Talk about how brief moments in time can make lasting impressions!
At the time, I was the Compensation and Benefits Manager for an international service business. We had an all hands support staff meeting (about 120 folks) gathered to announce some company changes and give business updates. On this particular day, our COO talked about the service we provided to field employees.
She called on our Payroll Manager and asked him how his job provided service to the field and ultimately to our paying customers. He answered with what you would normally think … to provide accurate paychecks, on time. She looked at him and said, ‘No Norm, the service you provide to the field is to give them peace of mind that the money they've earned will be there when they expect it so they can pay their rent and put food on the table. The service you provide is giving our employees the ability to focus on their clients and not have to spend time at work talking with your department because their paycheck is wrong.'
When she said that, the feel of the room changed. People got quiet and you could tell most folks were stopped in their tracks. For me, it shifted how I thought about the time I spent. It also made me think differently about the decisions I made. With the shift in thinking, I was more aligned to make decisions with the big picture in mind versus the small idea of what I had fallen into thinking about my job.
How many times do we get caught up in the details and minutia of our jobs and forget the big picture of why we do what we do? As a supervisor, one of the greatest gifts you can give your employees is the deep awareness and remembering of the value they bring and how their job affects the lives of others.
What's the big picture of your role as supervisor? As a supervisor, you hold in your hand the ability to build-up or crush the self-confidence of each of your team by your interactions and conversations. You hold the ability to believe in them like others have not. You teach them through your actions in the small moments when you are not even aware. You model the way to what appropriate behavior looks like in your department. You set the tone and expectation of what performance should look like.
With this perspective, is there anything you want to do differently?
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About the Author
Abiout Terri Beatty - Terri's passion is to support others through management training and coaching to realize their potential. With over 20 years experience leading teams and 10 years creating and delivering high impact training to thousands of supervisors, Terri cuts to the core of what you need to be more successful.
What can u do to protect your job if your supervisor piles on 2 much wrk & u have already told her its 2 much?
I am an the only FHA/VA underwriter for my company. I doubled our loan volume in the last month to $7M singlhandedly( the last underwiter was terminated and I was laterally moved into the position) but when i asked for clerical support it was refused. My supervisor has no clue of what my job entails and is never satified. I cant continue at this pace without help or w/o sacrificing accuracy.. I am at the point that I want to be fired so I can collect. My morale is so low, I never got any positive feedback. I am a good underwriter and a hard worker. What should I do?
thanks to all but my supervisors supervisor refuses to talk to me andHR is superrvised by my immediate superior so I am f**ked basically I did my best and thats all I can take away from the situatiom I wish I could say I wish them well but truth is I wish karma on them nothing more or less
Data and facts. Try finding an industry association and find others in your line of work to discuss this with (networking is always good). Look for surveys on transactions handled per person on average (the sort of thing your employer should be using for capacity planning). If the survey data and/or associations really don't exist, create them -- you're not alone and you've then found a growth opportunity. Demonstrate to your supervisor, with that data, how many peoples' jobs you are performing. Then, take care of your health and needs -- if this part feels like hard advice to hear then try reading "The Power of Full Engagement" (Loehr and Schwartz) -- refreshing & excellent tips on getting back into balance in a way your employer benefits from too.
Job Supervisor
Microbiology Laboratory Supervisor Job - Surrey, UK
Supervisor Job Description
Gone are the days when training could simply be a bunch of supervisor tips thrown together.
Since 1992 employment lawsuits have risen rapidly. But supervisors have not kept up with skills and relational skills necessary to reduce their risk for bringing your company to court.
I am not talking about giving supervisors legal knowledge. I am talking about online web-based supervisor training that gives them common sense. Supervisors are placing companies at risk because many have not received proper training in things like writing documentation, confronting employees, doing investigations of employment complaints, praising employees, improving morale, preventing violence in the workplace, documenting poor performance, confronting employees appropriately, preventing their biases and emotions from inappropriately influencing what they say, and of course avoiding inappropriate verbal and non-verbal behavior that can be labelled sexual harassment.
If you are going provide new manager training or first time supervisor training online training, make it short and sweet so it is remembered. Here is a manager skills list for leadership training or supervisor training seminars online that you should consider essential to any initial training effort:
1 -- Observing Performance
The best way to observe performance is to devise a system that encompasses what to look for. You want to watch each employee not only to assess work quality, but also to evaluate conduct, appearance, vitality, attitude and eagerness to learn. Applying a consistent set of criteria to every employee ensures that you observe performance with a fair-minded focus on what matters most. It also enables you to compare workers' actions and behavior based on observable standards of excellence.
2 -- Constructing Documentation
Treat documentation as a communication tool to preserve facts and remove ambiguities.
Experienced supervisors know that the first question their boss will ask when they propose terminating a problem employee is, "Do you have all the documentation you need?" The best answer: "Sure. I've built a file that documents everything completely. We're on solid ground." The wrong answer: "No, but I'll put some documentation together so we're safe."
3 -- Mastering Constructive Confrontation
Speak with clarity and purpose for maximum results. Many supervisors dread confronting employees. It's often easier to drop hints and make indirect threats rather than initiate a face-to-face, fish-or-cut-bait conversation with an individual who must shape up, pronto. Constructive confrontation works best when you organize your thoughts in advance. In the days before you meet with an employee whose behavior or performance is unacceptable, map out what to say so that you follow a clear, logical framework.
Start with these three skills. There are many more, but these three can reduce risk and get you started on the road to sleeping better at night, servicing your corporate customers better, and improving the value added offerings of your HR department.
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