Supervisor Job Description
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.
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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.