People are usually appointed to the role of Supervisor training online because they are good team members and show some qualities that indicate their potential for further progress. They are generally very experienced, respected by their peers and confident in their role. Newly appointed supervisors expect them to feel a bit unstable when they start a new role. But for some, this jump to the role of supervisor becomes like an earthquake, and their self-confidence is severely shattered.
Address the cause of uncertainty
Managers understand that this jump from team members to supervisors is one of the biggest jumps in the career ladder. Many managers want help and often start by sending supervisors to supervisor training to acquire people and performance management skills. It’s like sending someone to learn how to read a map before telling them to use the map to steer a ship.
The first step is to get a good understanding of CONTEXT and its role in the framework. Tell them about the ship, the fact that they are captains, that they have a crew, and that their role is to bring the boat to their destination. It’s been enough time to spend the first few weeks giving the new supervisor an awareness of this framework about the context and the role of the supervisor. This lays a solid foundation for them to succeed and become effective supervisors.
Define the role of the supervisor
Use the framework to define supervisor roles in a planned and systematic way for newly appointed supervisors. The framework consists of key topics that cover the context and supervisor roles. Remember that these are not skills. Supervisors can work on their supervisor skills after having a solid understanding of their role.
Plan a series of supervisor training sessions with a new group of supervisors or one-on-one. Probably once a week for 6 weeks before the new supervisor goes live. Each identifies a topic about the framework for training, teaching, and teaching your boss.
The framework topics for the role of supervisor are:
1. The purpose of the company and the purpose of the supervisory team. This is one of the most important framework topics for any role, but it’s a topic that most people omit altogether.
Talk to your manager about your organization, your business objectives, your customers, the different departments, and how they all work together. Take them to other departments and have them talk to the person in charge in each department if possible.
Your goal is to get them to understand where their team’s achievements “fit” in achieving the company’s goals and objectives.
2. Where does the role of supervisor fit in the company? Before being appointed, the individual is familiar with the company, but has a “team member’s view”. This is similar to what people see when they are children. And now we want them to have a “parental eye” perspective.
Explain the management structure to the supervisor in terms of each manager’s responsibilities, their objectives, goals, and goals. We want supervisors to better understand each manager’s priorities and be positioned so that they can better understand their own goals and goals.
3. Team objectives, objectives, and goals. This is the result of the supervisor team and needs to be clearly explained to the supervisor. Managers often do this, but it’s not a clear way to focus on supervisors. For example, supervisors are told that they need to achieve X output by Friday, and the next day, supervisors are told that they need to turn around.
