The Role and Responsibilities of a Supervisor

IntroductionSupervising is like parenting. These areI have a method for measuring and keeping
two of the most important jobs any one can do,track of my goal achievement
but few people are adequately prepared orI ensure that the members of my team know
trained to do them. Most people learn by trial andon a regular basis the status of the Company's
error with varying degrees of success. But bothgoal achievementMy goals for myself as a
jobs are far too important to be left to chanceForeman and for my team tie into the Company's
and the good news is that you can learn withgoals
some help and guidance how to be successful inI set goals that stretch and challenge me
them. This article will help you to be a moreI achieve a high proportion of the goals I set
effective and efficient supervisor.Supervisor'sI enjoy challenges, and see them as opportunities
RoleIn one sentence, write down what you thinkfor growthPersonal Productivity
your main role as a supervisor is.I clearly understand my priorities
A role is a main activity or two that you areI spend only a small portion of my time in crisis
charged with undertakingThe answers could be:management
· Provide leadership and collaborativeI delegate work to others in an effective
direction to my staff;mannerMy area of responsibility runs smoothly
· To be a team leaderwhen I am not there
· To ensure my staff have the human andI accept personal responsibility when I make a
physical resources to undertake their work in anmistake
efficient mannerI ensure that meetings I run have a clear agenda
Supervisor's ResponsibilitiesLearning ActivityWhatand start and finish on time
are your main supervisory responsibilities in yourI plan my work in advance and work the plan
present job?I rarely procrastinate or leave things to the last
List them on a separate piece of paper (youminute
should have 8 to 12). It is sometimes easier toI keep others informed, in advance, when I
think of these under two main headings: (a) jobcannot meet their deadlinesMotivating OthersI give
related and (b) people related.feedback on a timely basis
Once you have a list, then rank them in order ofI know the people on my team well enough to
importance.understand what is important to them
When you have completed this activity, look atI believe in the abilities of people on my team
the examples other examples of supervisoryand communicate my confidence in themI provide
responsibilities provided by the author.Job Related(or am instrumental in obtaining) training for the
· Cost Controlpeople on my team that they need to develop
· Equipmentthe skills necessary to do their job well
· GoalsI ensure clear goals and expectations are set
· Materialswith those people who report to meMorale in my
· Plansdepartment (team) is high
· ProceduresI always share credit for success
· ProductivityI ensure that people on my team are clear about
· Qualitywhat their responsibilities are
· StandardsI ask questions and encourage people to find out
· TrainingPeople Relatedanswers to their concerns
· CoachingI listen to the ideas of others
· CommunicatingI am flexible in how things get done, providing
· Delegatingthe results are satisfactoryWhen things go wrong,
· DiscipliningI question what I could have done differently. I
· Leadershipshare responsibility.Coaching for Success
· Managing yourselfI coach my people to help them achieve success
· Motivatingin what they do
· Supervising othersLearning Activity:CurrentI provide one-on-one sessions with each person
Obstacles & Challengeswho reports to me
What obstacles do you personally face now thatI ensure that during coaching sessions the other
makes it difficult for you to fulfil some of theseperson(s) talk more than I do
responsibilities? They may stem (1) from you, (2)I really listen to understand the concerns of
from your unit or (3) the organization as a whole.others
List then and then rank them in order ofI help others to be self-aware of the areas in
importance:New Ways of SupervisingOver thewhich they deed to improve or develop
years, the role of a supervisor has changedI support the goals set by individuals on my
significantly from being a top down, autocraticteam
order-giver to a team leader, coach andI help members of my team to be accountable
motivator.for their goals and performance
· from ordering to asking; and consulting.I deal openly, constructively and promptly with
· from telling to listening and askingany negative performance issues
questions.I encourage and ask for feedback on my own
· from policing to coaching.performance from my teamCommunications and
· from each person for himself toBuilding RelationshipsI listen to understand the
teamwork.other person's perspective before I give mine
· from fear to mutual respect.This changeI always wait until others have finished talking
has come about, not because people arebefore I speak; I don't interrupt
becoming "soft-hearted," but because it is nowI spend time planning important communications,
very clear that people are more productive ifwritten or oral
they are happy, motivated and upbeat. This takesI develop strong business relationships with the
place in an employee-friendly environment. Thepeople on my team as well as with suppliers and
change is one of enlightened self-interest on thecustomersWhen people bring to my attention my
part of managers who decide what training isown negative performance issues, I respond in a
appropriate for their supervisors. They know thatnon-defensive manner
happy employees are productive employees.I speak calmly to people, not raising my voice,
Review and discuss about briefly the followingregardless of the issue at handIf I have an issue
chart "Leadership Styles"Guidelines forwith someone, I always deal directly with them, I
Supervisory BehaviourWithout having a clear ideado not talk behind their back
of what is acceptable behaviour for a supervisory,I observe others' non-verbal communication to
you are likely to model your behaviour afterassess how they are really feeling
some role model in your life: a parent, a teacher,I maintain an open mind in most discussions
a boss. This could be good; but it could beI seek and consider other people's opinionsDealing
disastrous if any of these people is dictatorial andwith Performance Issues
demanding, or weak and indecisive.A majorI deal with performance issues on a timely basis
benefit of this supervisory training program is thatI allow others to explain their viewpoint before
it provides you with guidelines about what iscoming to a conclusion
acceptable supervisory behaviour, and what is not.I see dealing with negative issues as an
It also provides you with the skills to bring aboutopportunity to train and develop people
this behavioural change. Once you know this, youI make sure that clear expectations are set and
will be more confident in what you do, as youagreed upon with the individual after a
won't be wondering whether you are taking theperformance issue discussion
right action. Also, if you train with other people,I am willing to accept that my perception of an
you will all learn the same skill set and you will beissue may not always be right
able to help each other in the future whenI avoid argument, accusation and sarcasm
challenges arise.Supervisor's Self-AssessmentI encourage others on my team to be open
SurveyThe Self-Assessment of Supervisoryabout their mistakes so that we can make
Knowledge, Skills and Attitudes survey below maycorrections and learnTeam Building and SynergyI
look formidable but it effectively outlines thesee my position as Foreman as being a team
areas that you need to eventually master in orderleader and that those I supervise are all members
to become an outstanding supervisor. Don't beof my team
dismayed, you don't have to master all theseI ensure that my team and it's members have
areas in a month or two. It will take time and youclear goals and expectations
will need to systematically work away at one orI am willing to delegate responsibility to team
two areas at a time.Most supervisors getmembers
promoted because they are "good on the job."I give regular feedback to the members of my
They are hard working, productive. Hopefully,team; not just about negative issues but I also
they are also loyal to the company and a goodregularly tell members of my team when them
team player. While this is a good start to being ahave performed wellOthers see me as a team
good supervisor, there are other skills they needplayer
to develop in terms of leadership: how to inspire,I follow through on commitments I make to
motivate, coach, delegate, discipline, plan,team members
team-build etc. This is what this program isThe results of team efforts are shared with
about.Self-Assessment Survey DirectionsReadmembers of the team (e.g. I do not take all the
through the list below without marking it up, thencredit for my team's successes)
the second time around, Put a YES, NO orI actively promote team spirit and positive
MAYBE to record what you think your skill orinterpersonal relationships amongst the members
knowledge level is. This will give you a good ideaof my team
where your strengths and weaknessesAs team leader, I move promptly to discourage
areSupervisor's Self-Assessmentbehaviour by individual(s) in my team when such
SurveyLeadershipI have a clear understanding ofbehaviour has a negative impact on team-building
the Company's goals and objectives(e.g. "turf wars," "inner circles," "behind-back
I understand how my role fits into the goals ofgossip" etc.Managing StressI am aware of what
the Companycauses me stress on the job and I manage those
I have a clear vision of the objectives of mysituations
areaI notice when team members are under stress
I communicate the Company and area goals toand help them to deal with the situation
the people under my supervision (my team) on aI discuss my concerns and problems with the
regular basisperson to whom I report
I give frequent feedback to the people in myI do not take my work problems home, nor do I
team to encourage their development and thebring my home problems to work
achievement of their goals and objectivesI use small amounts of stress as a motivator
I recognize and celebrate the successes of thoseI enjoy most of the work I do
in my teamI strive to maintain a good balance between my
I feel that the people in the Company are ourworkplace life and my home life
most important assetsI eat a balanced diet
I believe that I treat others as I would like to beI exercise regularlyEnhancing Future Results
treated myselfI am continually upgrading my skills
I consciously work at setting an example ofI am aware of areas I need to improve
effective leadershipI ask advice from people with more experience
I am actively working on developing a positiveI admit when I do not know something
self-imageI invest time in training or coaching others
My own enthusiasm is increasing the desire ofI spend time weekly to study or read
my team to do betterGoal-settingI have a writtenI ask others regularly how they think I could
annual plan and personal performance goals whichimproveThat is the conclusion of this article which
have been agreed upon by me and the person toI hope you have found helpful and informative.Do
whom I reportcheck out my website too although it is not
I work with my team regularly to help them setdirectly related to this subject, you may also find
SMART goals that support their workplaceit interesting
developmentBrooke, Ph.D is a retired university senior
I break down my annual goals into shorter-termadministrator, an adult educator, corporate
goalstraininer and recruiter, published author.
I review the progress of my goals regularly