Supervisor Training: Roles And Responsibilities
Supervisor Training: Roles And Responsibilities
Of utmost importance with any training initiative, modular curriculum, online or in-class type instruction, is that supervisors understand the role, know what they are getting into, the expectations of delivery and performance, demands, pressure, priorities and how to thrive and not merely survive in this role. Supervisors need preparation in order to fully and confidently implement and apply mandates, company policy, even performance standards, discipline, in a way that pays close attention to safeguarding the investments and assets of the company, even the bottom line and profits, overall well-being of both staff and operation. Paying close attention to legally sensitive areas can also safe the company money, risk, problems down the line. At all times supervisors should trust and enable themselves and others to be safeguarding employee confidentiality and ensure that policies are common knowledge, read, known, understood, accepted, agreed to (even in writing if necessarily). All employees need to be aware of and sticking to the rules, guidelines and policies of the organization. This is the role and responsibility of the supervisor to enact, inform, educate, empower and enforce them throughout the daily activity and pockets of the operation/business.
Properly following procedures, getting and having all the facts, prior to proceeding with any action, decision, thoroughly investigate any and every idea, complaint, alleged accusation, ensuring due process and fairness to all. No discrimination or intimidation, will be tolerated. Ensuring quality control of testing and confirmation of positive tests, if testing is included, process improvement goals implementation, steps to be in agreement with the collective bargaining agreement (CBA) and union contracts, if applicable
Here are some more of what the supervisor should be able to handle and be better prepared for with hands-on training:
– Discuss performance with employees
– Do not diagnose problems you are not qualified to hands
– Do not have all the answers
– Evaluate goals, performance and quality
– Fair and equal treatment of all staff
– Leading by example
– Maintain a safe, secure and productive environment for employees
– No labeling or demeaning behavior
– Not a therapist or counselor – getting help when needed
– Not policing, like big brother (it will not inspire and instill respect)
– Provide feedback
– Working alongside, not only from the top