Most Supervisors newly promoted to the role will model their behaviour on their boss, or bosses they have known previously. This can work well if the role model has been a good leader, but it’s important to recognise that the dynamics of the workplace have changed dramatically in recent years and, in particular, the incoming Generation Y has different expectations of their managers.
Top-down, autocratic, order-giving management styles have evolved to now be more ‘coach-like’ and motivating. ‘Orders’ and ‘commands’ have become more consultative and informative- and the response has become more about teamwork, rather than fear of retribution.
The following suggestions may assist Supervisors in working with their team members- as well as employers in working with their Supervisors!
- Be approachable and encouraging– People who are new to a workplace or a job role are likely to be anxious and your attitude will make a difference.
- Communication is about clarity- This means being clear about more than just that you want the job done. Explain the rationale behind the work- including why it needs to be done a certain way, if that’s the case.
- Break down tasks– This is important both for yourself and your team members. Being able to present complex ideas in progressive steps and simple words is a talent, but it becomes easier with practice.
- Reflect on what has been learned– Recapping with anyone new in a job about new learnings for that day, or during that week, is good practice. The review not only reinforces the lessons, but generates a sense of achievement- and shows that you noticed!
- Give plenty of positive feedback- This is not just more reviewing. It’s about noticing ’how’ the job was done rather than just the achievement of it. “You were really keen to get that right, weren’t you!” can put a different spin on a situation which took someone a few tries to master.
- Take the time to interact with their instructor- If people are undertaking formal courses, identifying what’s coming easily to them and what is more of a struggle to understand will help you give extra practice and practical examples.
- Take the time to listen- Listening is an important component of communication and it lets team members know you value their opinions and respect them.
- Watch your body language- Even if what you’re saying is ‘by the book’, folded arms will tell them you have a closed mind on the subject and hands on hips will expose your aggressive feelings. Worse still, other team members can read these messages, even if they can’t hear what you’re saying.
- Give them credit for their good work, ideas or innovations- Team members who perform well deserve to be acknowledged- both by you personally and by others as appropriate.
- Always be respectful– There’s a difference between being assertive and going in ‘heavy handed’!