TS XL

How to Become a supervisor-TSXLAR13

Last Update November 24, 2025

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About This Course

Define supervision.

List the responsibilities of a supervisor.

Define leadership.

Describe the principles of leadership.

Explain how to delegate successfully.

Discuss the five key words of supervision.

Supervision is getting the job done through others.

Supervision include personal trust,respect, and confidence between supervisor and employees as this will result in an increased desire to work.
Supervisors can deal with pressure on the supervisor from management wants the work done without problems.
Pressure on the supervisor from the employees want clean, fair, and consistent leadership.

Delegation trusts another person to do a job for which you are responsible.

To be successful, the supervisor must do the following:

Make sure that the employee agrees to do the work as how the work will be checked. Tell the employee how to report completion.
Make sure that everyone involved knows that the employees have the authority to carry out the work and review who does what.
The supervisor verify the employees’ acceptance of responsibility, specifies a method of accountability, and establishes authority samr to accountability. The employees accept responsibility for work assignments and are then accountable for those assignments. It is the job of the employees to accept assignments and to report on progress.
WHO DOES WHAT?

Supervisor cannot do everything and employees have competencies, ambition, and incentives, as they all need to grow in an environment of success. You need to assign, including, at times of responsibility.

1- Company gave you a chance to grow because you were not a supervisor. There is a rule of thumb on delegation. It is, if another person can do the job as well as, or better, than you delegate responsibility.

2- Before delegating, ask yourself if the person understands what you are asking and ask yourself if they have the skills to do the task.

3-Next, determine if they will or would not do what you are asking.

4 -Determine if the results will be done right or not.

5 -Establish a feedback situation so that you know what is going on during the task and what the results are.

6-If you decide to delegate, do so and get out of the way.

Responsibilities of the Supervisor

To Employees	To Management
Set the example. Be a leader	Become familiar with and carry out the policies of company management.
Treat employees with respect. Be friendly, but firm when necessary.	Follow security regulations.
Explain and carry out the policies, procedures, and regulations	Avoid waste and Protect Government property.
Assure proper training	Identify training needs, adequate training, and maintain work group.
Provide opportunities for development and assist in every way	Maintain tools, equipment, and work area in good working condition.
Praise accomplishment and be sincere. Private criticism is ok	Encourage and maintain high performance standards.
Create an awareness and provide training in safety practice	Represent employees in matter of concern.
Be fair and impartial with employee
Use ability and skill as criteria
Acknowledge your mistakes.

Build positive experiences into the work environment. Most people have all this information in their head and use little of it, falling back on a few basic ways to handle most situations.

When someone does not do what are asked of them, determine if they did not follow instructions because they could not do or would not do the task, your intervention with this person may change based on whether or not they were able to perform the task you have asked them to do.

Have failure and success standards for all jobs to help avoid creating a risk-averse climate.

Send the efficient person away for a while so others employees will get good in all critical tasks.

Delegation without clear expectations is abdication.

Avoid people who would not ever do what you ask of them and those who do exactly what you ask them to do.

Your best people and worst people break the rules the most. Be aware of why your staff is breaking rules and give authority along with responsibility. Motivation has dissatisfaction as people think they are better than they think their boss thinks they are.

Do not try to change somebody personality. When people do things you do not like, does it hurt business?

There are five words of Supervision

These five words serve as guideline for supervisors in their day-to-day work of employee success.

Clarity	Empathy	Courage	Attention	Persistence
Clear, understandable	Understanding, appreciation, compassion, insight	What it takes to stand up and speak courage is also, what it takes to sit and listen.	awareness, consciousness	To continue steadfastly of action.

Encourage, direct, delegate, and give
feedback in a way that is clearly
understood

Act with a full
understanding of what others are experiencing.

Step up to the
practical and
emotional challenges they
must face.

Demonstrate the value of employee
efforts and
contributions.

Stay focused on
what they are
striving to achieve and not giving up in the face of
distractions and
setbacks.

The Heart of Supervision

Accountability are core responsibilities of supervisors stems from the premise that supervisors are ultimately responsible for seeing that their unit delivers the level of service required by their organization.

Purpose are the important factors that motivate good workers to contribute their talents most fully to a task. Their supervisor determines the degree to which these factors are present or absent in an individual’s job. The quality of the work environment, the productivity of employees, and the level of employee engagement is determine by the degree of authenticity and skill with which these behaviors are practice every day.

This chart describes behaviors that achieve the core responsibilities of supervisors in ways that are motivational to knowledge workers:

	Autonomy	Mastery	Purpose
Listen	1. Know your employees 2. Pay positive attention 3. Put yourself in their shoes 4. Ask for feedback	1. Encourage career aspirations 2. Identify relevant learning opportunities	1. Keep current 2. Scan the horizon 3. Serve as a sounding board when difficult situations arise
Set Goals	1. Delegate intentionally 2. Build trust – listen, inform, follow-through, advocate when appropriate 3. Help prioritize 4. Foster teamwork	1. Give challenging assignments and the chance to learn something new 2. Support learning 3. Provide technical support, guidance, and feedback	1. Connect the work to the mission 2. Walk the talk 3. Cultivate self-awareness 4. Clarify your values and seek to understand the values of your staff 5. Admit your mistakes
Cultivate Accountability	1. Clarify responsibilities, authority, expectations 2. Encourage problem-solving. Ask: “What would you do?” 3. Paint a picture of success 4. Establish regular communication routines 5. Reward good work 6. Be candid about work that is sub-par	1. Be alert to coachable moments 2. Encourage learning from the work 3. Give timely, specific feedback 4. Connect to mentors	1. Ask: What best serves the organization’s mission, vision, and values? 2. Identify and discuss the ethical dimensions of our work

Employees who identified a positive relationship with their supervisor said that one of the top factors in the relationship’s success is that their employer values their input and when your employee comes to you with an idea, it is important to sit down, actively listen. Explore the idea even when it seems unrealistic at first and if you miss the opportunity to process their input you will not only short-change yourself, you will diminish the relationship.

Employees who identified a poor working relationship said that it was failing because their manager never solicited their input in the decision-making process and not all employees will volunteer their opinions, especially early in the relationship. Actively ask diverse opinions and feedback, and draw out all perspectives, as this will help ensure that employees feel heard and valued, keeping them engaged and encouraging them to grow.

Employees who reported a good relationship felt that it was important for managers to offer constructive feedback and while listening is important, supervisors must play an active part in staff development by offering perspectives on their ideas. This takes extra time and effort, but it is well worth it so that employees are prepared to take on new responsibilities.

Honesty is a key component of a successful relationship as employees want transparency. Trust that your employees are capable of handling the truth and it is to benefit of their performance or the company growth.
When reality is present in a non-threatening manner, employee can rise to the occasion while gaining the opportunity to play a more meaningful role in their individual and collective success.

Employees with a bad working relationship with their manager felt their boss failed to keep them informed and a decision is reach, leaders often fail to communicate the decision effectively to employees who are affect by it. Keep them informed so they clearly see the impact they have on the company and your decision-making process.

Few things can be more frustrating to employees than left out in the dark by company. They want high levels of trust, collaboration, and curiosity from their supervisor. While it may lead to slow down, building relationships with employees and improved decision-making on both sides is more than worth it.

Supervisor Core Competencies: Leads Others

Supervisor Core Competencies

Leads Other Employees

Supervisors leads employees toward meeting the company vision, mission, and goals. The supervisor leads by doing the following:

Exercises good judgment, makes effective, sound, timely and informed decisions, and seeks to identify, analyze and resolve problems effectively.

Recruits, develops, and retains a diverse, high-quality workforce and supports activities that ensure all staff has an equal opportunity to use and develop their skills and abilities and develop new skills.

Demonstrates a great commitment to diverse principles and fosters a workplace where diversity and individual differences are valued to achieve the company goals.

Adapts and is flexible and resilient in response to constraints, failures, and adversity and adjusts priorities to multiple demands, unanticipated events, modifies decisions and actions in response to changing information and circumstances.

Promotes efforts aimed at improving current business processes through a culture that fosters continuous improvement and innovation and identifies, implements improvements and innovations that increase efficiency and enhance work quality.

Promote development of staff and self-develop supervisory initiative while display integrity and honesty through the promotion of mutual trust respect and fosters high ethical standards, and treats others fairly and ethically.

Manages Performance

The supervisor communicates performance standards, expectations and gives timely, constructive feedback on tasks and assignments by doing the following:

Builds and manages a multi-sector workforce based on organizational goals, budget considerations, and staffing needs and ensures staff are recruit and selected using merit principles.

Ensures tasks are rightly delegated and completed by monitoring performance against predetermine standards, requirements and holding staff accountable for meeting expectations.

Trains and develops staff, provides constructive performance feedback, appraisals, and takes appropriate corrective action to address performance and conduct issues.

Understands the interrelationships of major agency programs, systems and activities, establishing and implementing a strategic vision and direction for the organization.

Foster knowledge, takes a long-term view, acts as a point for organizational change by developing and implementing mission that combine goals and values.

Delivers high-quality product and services, meets the needs of customers and demonstrates commitment to ongoing improvement.

Manages projects, leads initiatives in the workplace, and organizes resources, people, and activities for collaboration and the achievement of project and function goals and targets. Ensures effectiveness and efficiency in the delivery of services, products and programs.

Communication

Supervisors use two-way communication to generate enthusiasm and foster an atmosphere receptive to open exchange.

The supervisor:

Uses appropriate technique, targeting the amount, level of detail, and content of the information to the needs of the audience and prepares clear, concise, and well-organized written documents and oral presentations. Tell information clearly, confidently, and with the correct voice. Facilitates open communication, uses discretion, and demonstrates sensitivity to confidentiality concerns and listens effectively and provides appropriate feedback.

Proactively anticipates manages and constructively resolves conflicts and disagreements and identify ways conflict can lead to positive change. and takes appropriate action to address conflicts.

Builds and maintains effective relationships to share information, establish partnerships, and leverage expertise to accomplish the company goals.

Leadership is the ability to influence others

Supervisors can influence their work units in many different ways.

Different situations require different approaches and supervisors need a variety of leadership styles to meet different situations.

Ask yourself the following questions:

When is it appropriate to get tough? When is it appropriate to be easy going? When is it appropriate to let individuals or groups work on their own?

Supervisors need to learn how to adapt their personal styles to different circumstances and the way to succeed as a leader is to talk to people about your style choices.

Tell them why it is necessary for you to get tough in some circumstances, and to be easy going in others.

If you explain your choice of style and ask people to follow your lead, they will usually cooperate and on the other hand, you are not willing to make the effort to explain yourself, you are heading for trouble, as this trouble will take the form of confusion, resentment, misunderstandings and personality conflicts.

Attitudes of supervisors as a range of styles, ranging from an extreme use of authority by the supervisor to an extreme area of freedom for the employees. Decision making is choosing actions from available to achieve a result.

The Problem Solving Process:

Define the given problem, analyze the cause, find solutions, select solutions, implement and evaluate it.

Supervisors will build work teams in ways that promote employees involvement and supervisors will encourage and support teamwork.
Supervisors will ensure that all needed communications, instructions get to the employees.

Whenever possible, supervisors will correct unacceptable employee behavior by face to face verbal counseling is a face to face conversation between the supervisor and the employee that is designed to correct unacceptable employee behavior.

Counseling can make an employee aware that a certain behavior is unacceptable at work as the employee may be innocently unaware that his or her behavior is not appropriate.

Early counseling can save the time of trying to correct a problem that has gotten out of hand, as it can also uncover issues that are causing problems of which the supervisor is unaware.

Workplace problems should be solve at the lowest possible level as this maintaining employee productivity and morale through normal communications and coaching. If normal communications are not enough to correct a problem, your work unit should know that you would use counseling and that you have the skill to use it in a positive manner.

The counseling interview should focus on changing the attitude rather than on blaming the employee.

Counseling can benefit all parties by awarding the severe consequences of unacceptable behavior that are part of discipline as it can involve demotion and dismissal.

The supervisor should not carry out discipline and never threaten an employee with discipline in a personal way; as it may be call on to recommend discipline for specific acts of misconduct.

Supervisors should let employees know when, and if, specific unacceptable behaviors could lead to discipline as sometimes employee performance declines to a point where the supervisor must take action.

The supervisor must decide when this point has been reached and signs that employees need counseling could include the following:

Increase work absentee
Decrease productivity
Carelessness or sloppy work
Unable to get along with supervisors and each employees
Dress in reporting to work
Complaint from the clients
Inappropriate or unexplained changes in behavior or appearance
Unreported absence from the work site during the workday
The face-counseling interview is a necessary step in the counseling process.

The supervisor has two concerns in a counseling interview:

Support the employee while they recognizes and seeks to solve their problem and stating or reaffirming the rules, policies, needs and obligations of the agency and the work unit.

Supervisors must observe the rules of counseling. There is a supervisor-employee contract that is not open to change.

The key steps in a counseling interview are:

Hold the session in private during a time when you will not be rushed and explain directly the exact nature of the concern. Make clear what has been observe and why it is important.

Allow the employee the opportunity to tell work story, making sure that you out and assure the employee of your interest.

If appropriate, offer your assistance in resolving the problem and reach an understanding on corrective actions both of you will take and set a definite follow up date.

The purposes of all Performance Evaluation Systems are:

To let people know where they stand, identify training and development needs

To provide information for organizational decisions as performance Evaluation Systems have the following three steps in common:

Defining specific tasks that are part of the employee’s job, setting measurable standards for how those tasks are to be perform, and communicating expectations about task performance to the employee and to management.
Working with the employee to allow him or her to achieve competent performance of job tasks as this could involve coaching, on the Job training, redesigning tasks, solving problems, and arranging opportunities for practice and / or training.
Rating the employee’s job performance by comparing actual performance to agree on standards and review of the first line supervisor’s rating by upper management. Communication of that rating to the employee.

Basic Principles

Supervisors should be guide by certain basic principles of behavior or actions when interacting with other people as if these principles are generally follow, many challenging supervisory issues can be either prevent or reduce in their severity. While they are likely obvious to most of us, they are commonly ignore as focus on the issue, the behavior, or the situations and not on the person, that is, don not make it personal.

Whatever the reason for the interaction, leave the person with their self-esteem and with self-confidence and maintain constructive relationships with all people. Take the initiative to make things better as someone must go first in improving things.

Lead by example, as you are a role model, enable others to succeed and challenge things that are not working well.

Facilitate professional growth in people around you, create a sense of hope in a positive future and offer support through respectful communication.

Supervision is getting the job done through delegates, as good supervision include trust, respect, and confidence between each employees and supervisor. This kind of good supervision will result in an increased desire to work.
Delegation trusts another person to do a job for which you are responsible. To delegate successfully, the supervisor must do the following and make sure that the employee agrees to do the work.

Tell the employee how the work will be check. Tell the employee how to report completion.

Make sure that everyone involved knows that the employees has the authority to carry out the work and review who does what.

Clarity, Empathy, Courage, Attentions, and Persistence are they five key words of supervision.

The traits of a great supervisor are:

Value what employees say, solicit diverse opinions, offer constructive feedback, be honest, keep everyone informed.

Leads others, manages performance, and communicates are three supervisor core competencies.
Leadership is the ability to influence the actions of others and the way to succeed as a leader is to talk to people about your style choices. Decision making is choosing actions from available alternatives to achieve a result.

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