Babepp

.docx
School
American Military University **We aren't endorsed by this school
Course
BUSN 120
Subject
Management
Date
Oct 29, 2023
Pages
3
Uploaded by mizzzbre123 on coursehero.com
1. Managing workflow Team management is one of the supervisor's most important responsibilities. Typically, supervisors design and oversee the workflow of their team, or the tasks required to complete a job. Supervisors are required to define objectives, communicate goals, and monitor team performance. Educating new hires When a new employee joins the team, their supervisor should assist them in understanding their role and provide assistance throughout the transition. This may involve providing an orientation to the workplace and explaining company policies or job duties. The supervisor may oversee all onboarding activities, or they may collaborate with the human resources department to ensure that the new employee receives the necessary guidance and information. 3. Developing and administering team schedules In some cases, organizations have predetermined hours for their entire workforce, and supervisors are not required to make adjustments. However, when team members work in shifts, schedules are typically created by supervisors. For instance, if you are a restaurant waitstaff supervisor, you will want to ensure that each shift has an adequate number of servers scheduled. This typically entails scheduling more employees during peak hours and balancing shifts so that employees do not feel overworked. Managing employee schedules also necessitates adaptability and readiness in the event that employees request time off, call in sick, or face a family emergency. Related: How to Respond to Why You Wish to Become a Supervisor Reporting to Human Resources and senior management As a supervisor, you will frequently be required to report team and individual performance to human resources and upper management. You may need to evaluate each team member and document their punctuality, performance on goals, professionalism, disciplinary issues, and adherence to company policies, among other factors. Additionally, you may be required to create and administer performance improvement plans. 5. Assessing performance and providing feedforward Supervisors are frequently tasked with developing or implementing employee recognition and feedback programs. This responsibility may involve establishing employee and team objectives and selecting appropriate rewards for accomplishments. For example, a salesperson may be eligible for a bonus if they
exceed their monthly quota. This time should also be utilized to provide constructive and positive feedback. Using Performance Management in the Workplace is also relevant. 6. identifying and exploiting opportunities for career advancement Due to their close relationship with employees, supervisors often help determine who is eligible for promotions. In some instances, promotions may be granted directly by supervisors. Senior management professionals frequently consult supervisors during the promotion process, even when supervisors lack the authority to promote employees directly. 7. assisting in the resolution of employee issues and disputes When employees are dissatisfied with their workplace experience, they may first approach their supervisor. Supervisors must practice active listening to comprehend employee complaints and collaborate with them to find a solution. If an employee alleges that another employee or member of management has violated company policies, the supervisor will likely be required to report the matter to HR for further investigation. In the event of minor disputes between employees, supervisors may act as mediators and assist the parties in reaching a settlement. Conflict Resolution Competencies: Definition and Examples What are the requirements to become a supervisor? In many cases, companies promote individuals from non-management positions after they have demonstrated their ability to effectively lead others. When deciding who to promote to a supervisory position, companies frequently look for the following characteristics: Excellent communication skills Expertise in team or department Capacity to maintain composure under pressure Knowledge of company policies Excellent work ethic Skills in punctuality and time management Professionalism and an upbeat disposition Organizational abilities
Interest in opportunities for leadership To increase your chances of being promoted to a supervisory position, you must develop the required skills and knowledge. Consider attending relevant seminars, conferences, workshops, and online classes, as well as pursuing a certification or advanced degree. Most importantly, be professional and set an example by assuming responsibility for challenging tasks. Supervisors are required to define objectives, communicate goals, and monitor team performance. They are also required to design and oversee the workflow of their team, or the tasks required to complete a job. Supervisors are also tasked with developing or implementing employee recognition and feedback programs. As a supervisor, your primary responsibility should be to listen to and resolve employee complaints and work with them to find a solution. Supervisors must also help determine who is eligible for promotions and act as role models for their team members. They must also set an example by assuming responsibility for challenging tasks. Most companies have specific rules and steps to follow in regards to disciplinary issues, make sure that you are aware of them and follow their policy. Below are some basic steps on how some disciplinary issues can be handled. Again, first identify the problem or issue that is affecting the employee's performance or behavior. The next step is to list the expected goals or behavior that needs to be changed. Make sure you are accurate and realistic on this step. You should then clearly state the consequences if the employee fails to improve. Let them know if their wages will be garnished, hours reduced, or termination will occur. Give the employee the chance to provide their input and wrap up the session. If possible, end, the session on a positive note, remind the employee that they are a valuable asset to the organization, and you want to help them in any way possible.
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