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My role as a supervisor is to provide specific guidance, direction, and performance expectations for the employees. Supervision is a complex process comprising several tasks such as instructing, motivating, monitoring, coordinating, mentoring, observing, and controlling the staff in the organization (Hutchison & Charlesworth, 2020). Therefore, my position requires me to use my leadership skills, critical thinking, and management mindset to lead a dynamic business environment and maximize the benefits for the company. One of the core principles of the supervisor is to maintain a healthy employee environment, providing support and opportunities for growth (Martin, n.d.). Furthermore, it is essential to align the managerial practice with the organization’s strategic goals, objectives, and mission.
As a supervisor, I remove roadblocks and facilitate the employees’ success by actively listening to their concerns and suggestions, offering feedback and recommended solutions, and challenging them to think outside the box. Furthermore, I develop my team in order to prepare them for promotional opportunities and enable them to accomplish professional and personal development goals. My communication skills and the application of appropriate strategies allow for increased productivity and efficiency of the staff and the company.
I implement the principles of the human relations theory to build and maintain healthy and productive relationships with my employees. In particular, I focus on the specific needs of individuals and the associated behaviors of the staff, aiming to achieve individual and organizational objectives at the same time. It is essential to accomplish optimal outcomes with minimum inputs to ensure the efficient work of the company (Hutchison & Charlesworth, 2020). Human relations theory is central to this process since it can be used to motivate staff, increase workplace satisfaction, and impact productivity.
Therefore, I build and maintain trusting relationships with my employees by spending time listening to their concerns, ideas, and future professional aspirations. Namely, I schedule one-on-one update meetings where we discuss the status of their workload, projects, development, tasks, and any personal activities or struggles they may be having. Such an open approach allows for uninterrupted time to review major roadblocks, discuss performance and ongoing challenges, and address personal concerns affecting productivity (Brown, 2018). I apply an interpersonal approach by taking an active interest in my employees’ ideas and challenges. In this regard, being present and paying attention to the workplace environment is critical for sustaining trustworthy relationships with my team.
Communication with my team is one of the key processes defining the company’s success. Therefore, I implement an effective employee communication strategy based on the following principles: being sincere, concise, approachable, actively listening, as well as encouraging feedback. A combination of these methods allows for leading by example and facilitating a solution-oriented and problem-solving approach on various levels within the company. As a leader, I am responsible for increased cooperation among employees and departments, which can be achieved by sharing ideas and considering diverse perspectives. I utilize multiple communication channels to remain approachable and maintain contact with my teams, such as face-to-face meetings, zoom conferences, email, and phone calls.
Furthermore, I ensure that employee communication promotes the company’s values, such as equity, diversity, and inclusion. These elements are central to improving individual and organizational performance. Therefore, I aim to promote a positive working environment and eliminate adverse factors, including stereotypes, bias, and patronizing behaviors. During a conversation, I maintain eye contact with employees to demonstrate that I am open and engaged in the discussion. Overall, these principles of the theory of organizational communication improve communication with the employees and promote open and productive discussions.
Once I faced a situation where I had to discipline an employee who chose not to engage her customers sincerely and timely. I had a one-on-one conversation with this person and explained in detail the expectations associated with their role. I provided specific reasons for these requirements and clarified that following them would facilitate customer engagement, ensure positive relationships, and contribute to the company’s business success.
Unfortunately, this conversation had to be revisited after a few weeks as the employee continued to demonstrate the same behavior as before. I chose to have another meeting with the employee to discuss the expectations, and I ensured that she understood them well. I offered my assistance to help her accomplish the goals we discussed. Ultimately, I had to place this worker on a performance improvement plan where we listed out the objectives and tasks in a detailed manner. Furthermore, we agreed to meet weekly to discuss any roadblocks as well as identify improvements. After three months, the employee became proficient in the performance expectations and was eventually promoted to a role with more responsibility as she demonstrated the ability to meet higher productivity demands.
I keep my employees motivated by being a leader, coaching them privately, and praising them publicly. In this regard, as I recognize my team members’ achievements, I always make sure to be genuine, specific, and timely about my feedback. Another essential principle of the management theory that I implement is a trustworthy approach. I conduct informal round table meetings to see what I am doing well, as well as identify areas that require improvement. In doing so, the supervisor leads by example and demonstrates an open and effective communication approach to all staff. I summarize the notes taken during the meeting and share them with the entire team. In addition, I make action plans and set goals to address my employees’ concerns. Furthermore, I keep my team motivated by ensuring a comfortable work environment, being consistent and fair to each individual, and letting everyone share their ideas and insight into improving the company’s processes and performance.
I advise an aspiring supervisor to be an open and honest leader and set clear performance expectations for the team. It is essential to look for opportunities to expand management skills and scope the main responsibilities. I would like to emphasize that each member must be treated with dignity and respect, which is critical to ensure a positive and productive environment and help everyone grow professionally and as a person. Furthermore, I recommend scheduling annual performance reviews that are based on skills, knowledge, and abilities. In this regard, it is necessary to be specific and objective and consider the entire performance year to enhance the company’s efficiency. I would not recommend using the horn or halo effect when conducting the performance review because they are intended to encompass a full year worth of performance. Finally, an aspiring supervisor should be confident, honest, and approachable, which allows for understanding the employees’ concerns and facilitates a supportive environment.
References
Brown, K. (2018). To retain employees, focus on inclusion – not just diversity. Harvard Business Review, 12(4), 21-25. Web.
Hutchison, E. D., & Charlesworth, L. W. (2020). Essentials of human behavior: Integrating person, environment, and the life course (3rd ed.). SAGE Publications.
Martin, S. (n.d.). About[LinkedIn page]. LinkedIn.
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