Free Essay

Practice Manual for New Supervisors

In: Business and Management

Submitted By 1kking
Words 2217
Pages 9
Practice Manual 1

Practice Manual for New Supervisors
By Krystal King
September 24, 2010
University of Phoenix-Axia College
MGT210

Practice Manual 2 When talking about supervising and hiring new employees there are many issues to consider when training new employees so that they know what the company is about as well as how to treat and communicate with customers. When considering how to do an orientation there is a large amount of time in store for supervisors to make sure that the orientation and training programs are all up-to-date. Supervisors are responsible for improving the productivity that comes from that supervisor’s department. When considering the rating performance of employees, the supervisors should make sure that the employees know and understand what the performance appraisals consist of. If the supervisor does not let the employees know anything then the employees will not know what to do. The supervisors are also responsible for making sure that there are no conflicts between employees. If there is a problem then the supervisor is to resolve the issue or find someone who can. One of the most important issues is to make sure that the employee knows and understands the company’s policies as well as what the company wants to succeed.
Demonstrating Communication Skills Communication is one of the most important issues concerning working for any business or company. One thing to remember is to make sure that when talking to a customer or even another employee or supervisor to look at the other people. If someone is talking to a group then it is important to try to make eye contact with each person in the group. When looking directly at someone when talking will keep the listeners attention better than if the person talking was looking all around and acting like he or she did not care. One other issue would be to make sure that employees know and understand how to talk to customers and handle problems without becoming loud with the customer. One thing that the supervisors as well as the employees need to practice is, listening as well as speaking. It is important to hear and comprehend what the supervisor or employee is saying because
Practice Manual 3 what he or she is saying may be something that is changing or something needs to be changed. If the supervisor or the employee is not listening then he or she will not know what is going on. Communication is the key to making a successful business.
Determining Orientation and Training Methods Orientation is a process that supervisors must go through with all new employees and sometimes old employees. The first few weeks will be hands-on, after the orientation the supervisors will then take the employees into training. Supervisors have already learned what the company is about and what kind of goals the company has set for itself so he or she will be able to explain that information to the employees. When concerning orientation and training, it is important to tell the new employees all of the goals that the company wants to achieve as well as showing him or her the proper way to handle different situations. It is important to show the new employee firsthand what he or she will be doing and what kind of responsibilities will be expected of him or her. If an employee does not know what he or she is supposed to do then he or she will not be able to do his or her job correctly. I also think that during orientation the supervisors should take the new employees around to meet other supervisors as well as other employees. For example, when going through with the orientation and training process, the supervisor rushes through the process. With the supervisor doing that the employees did not know what he or she was doing when the supervisor sent him or her to his or department. The supervisors and the employees are both to blame for not knowing what he or she is suppose to do. The supervisor would be the one that would need to go back through the orientation and training process for the employees that did not pay attention or that the supervisor rushed through the information on. This time when the supervisor is proceeding with the orientation and training process, the supervisor should go through the information like he or she is supposed to and the
Practice Manual 4 employees should listen carefully so he or she understands what the job consist of. The supervisor is to answer any question that any employee may have before taking the employee on the floor to receive hands-on training. The supervisor should show the employees a video of what the company is about and what the employee will be doing for his or her job so he or she can see as well as hear and do the job.
Improving Productivity for Teams The supervisors should always check-up on the new employees as well as the old employees to make sure that the employees are still doing the job correctly. When there are changes that need to be made the supervisor should notify the employees of the changes as well as when and what the employees will have to do differently. If the employees do not know that there are changes being made then the production rate will decrease that is why it is the supervisor’s responsibility for making sure that the employees know and understand what his or her responsibilities are. If the employees know and understand what he or she is to do to complete his or her daily functions then that will help the company out by increasing the production rate. The supervisor also needs to make sure that if an employee has a question, that question is answered either by the supervisor/manager or someone that knows the answer. For supervisors it is important to watch and even help when needed to make sure that the product or service that is going out is correct. Supervisors should go through the department and find who does what job better than another job and put employees where he or she will work better. By putting the employees where he or she works better will improve production, instead of putting an employee on a job that he or she does not know how to do or does not like. An employee is not going to get the job that he or she wants just because he or she wants it; he or she will have to show the supervisor how well he or she does on that job. If a supervisor has a problem with an employee he
Practice Manual 5 or she should pull the employee in the office and talk to him or her about the problem. By talking to the employee, that shows the employee the company does care and wants to hear what the employees think. The more the employees know and understand that the supervisor is there for him or her, better the production rate.
Conducting Performance Appraisals A supervisor should have the same performance appraisals for every employee that way all of the employees are being rated for the same performance. A supervisor should also have another supervisor or a manager around when doing the performance appraisals, for a witness. One more thing that needs to be done when finished with the performance appraisals is that the employees need to be notified of anything that he or she needs improvement on as well as the employees who did not need any improvements. By doing this the supervisor is helping the employee out by showing him or her the correct way to do the job as well as the employees who did not need any improvements would continue to do his or her best. When the supervisor is conducting the performance appraisals, it is important to ask the employee questions about his or her job to see if he or she knows and understands what his or her job is. If the employees have a good performance appraisal then the supervisor should set more goals for the employees to reach before the next performance appraisals.
Resolving Conflict When a problem occurs the supervisor/manager needs to be notified as soon as possible so the supervisor can try to prevent the conflict from escalating (N/D). If an employee develops any problems he or she needs to notify his or her supervisor of the problem so the problem can be resolved. When there are two employees who have been into a conflict, then they will both be punished depending
Practice Manual 6 upon who started the conflict. If everyone does their jobs and leaves all personal problems at the door then there should not be any conflict within the company. An employee or supervisor is also able to write down the problem and give to the human resources department if the conflict is serious. When there is a conflict, the supervisor needs to make sure that he or she respects the employees as he or she is talking with the employee about the conflict. There may be a time when an employee does something that he or she is not suppose to do and when that happens, the supervisor should make sure to solve the issue, instead of worrying about the employee. After the issue is solved, the supervisor can then punish the employee for his or her actions. After the supervisor has discussed the conflict with the employee and the conflict has been resolved, the supervisor should still go and speak with the employee who had the conflict and make sure that he or she is not having any more problems (N/D).
Improving Employee Relations A supervisor should not show any favoritism toward any employee, if the supervisor treats all of his or her employees the same then the employees will have a better relationship with each other as well as with the supervisor. If a supervisor shows favoritism toward any of his or her employees then that will cause problems between the employees. It is the supervisor’s responsibility to make sure that he or she shows an interest in the employees, as the employees want to know that the company that he or she is working for cares about them and not just for the product the employees are making. If the supervisor makes the employees feel like they are part of the company then he or she will do his or her best job (March 21, 2007). If the employees can tell the supervisors what he or she thinks it might help the company out as well as just communicating with the employees would help the employee relationship. There will be employees who will have to be more challenged than other employees with those employees the supervisor can move the employees around to learn different jobs (March 21,
Practice Manual 7
2007). A supervisor should always tell the employees that he or she is doing a good job, when he or she is as well as make sure to tell the employees thank you for doing a job that was not involved in his or her daily job functions (March 21, 2007). If the employees are happy then the goals that the business has will be met better than if the employees are not happy.
Any supervisor that has hired or is in the process of hiring new employees as well as old employees should use this manual. It is important to make sure that the old employees are up-to-date on all new products as well as make sure that the old and new employees are treating the customers with respect as well communicating with the customers. I think that it is important to make sure that the employees believe that he or she can come to the supervisors and tell them if he or she is having problems or even if he or she has an idea that could help the company out. If the employees do not communicate with the supervisors then there may be a problem that results in a different situation than the way it could have turned out. Making sure that the employees understand what their responsibilities are as well as what is expected of them is a very important step for a supervisor. If an employee does not do what he or she is supposed to be doing then that will fall back on the supervisor, so all supervisors need to make sure that all employees know and understand what is expected of him or her.

Practice Manual 8
Reference
Rue, L. W., & Byars, L. L. (2004). Supervision: Key link to productivity (8th ed.). New York: McGraw-Hill/Irwin.
Mossman, Katherine. "Good orientation counts." Library Journal 130.11 (2005): 46. General OneFile. Web. 23 Sept. 2010.
Effective Training. (1989). Journal of European Industrial Training, 13(7), EBCOhost.
University of Iowa. (N/D). Conflict Management at Iowa. Retrieved from http://www.uiowa.edu/~confmgmt/bestpractices.shtml
Robertson, J. (March 21, 2007). How to Improve Employee Relations in the Workplace. Business & Finance. Retrieved from http://www.associatedcontent.com/article/176415/how_to_improve _employee_relations_in_pg2.html?cat=31…...

Similar Documents

Premium Essay

Best Practices for Supervisors

...Best Practices Manual Best Practices Manual for Supervisors Axia College University of Phoenix MGT/210 Supervision and Leadership 1 Best Practices Manual 2 February 3, 2008 SHOWING COMMUNICATION SKILLS Communication is about more than the meaning of what you say. Sometimes people who communicate only about information look arrogant and cold. At the same time, people who try to be polite and make small talk instead of speaking usefully might seem boring and irrelevant. As a supervisor, your best strategy to look be a good colleague is to be able to talk in a friendly, social way, while giving people the useful and accurate information that they need (Watson, 2003). Best Practices Manual 3 Communication is one of the most important ways a supervisor can build trust and respect among colleagues. Showing interest and concern in things that are important to coworkers helps to create positive connections that can be very helpful when dealing with work-related issues. For example, team members will generally appreciate a supervisor who shows interest in them as real people—beyond their ability to complete tasks or solve workrelated problems (Watson, 2003). One of the things that often hurts relationships between supervisors and their employees is misunderstandings. People tend to make assumptions about the words and behaviors of other people in their workplace. A good supervisor can validate the perception that they have about what......

Words: 3097 - Pages: 13

Free Essay

Best Practices Manual for Supervisors

...Best Practices Manual for Supervisors Student SUPERVISION AND LEADERSHIP George Reinoehl July 19, 2008 Contents INTRODUCTION ....................................................................................................3 PART ONE: COMMUNICATION SKILLS ..............................................................5 PART TWO: ORIENTATION AND TRAINING .......................................................7 PART THREE: PRODUCTIVITY ............................................................................10 PART FOUR: PERFORMANCE APPRAISALS .....................................................12 PART FIVE: RESOLVING CONFLICTS .................................................................14 PART FOUR: EMPLOYEE RELATIONS ................................................................16 PART FOUR: REFERENCES .................................................................................18 Introduction “Best Practices” is a term that has spawned in the business world in past recent years that explains what the best processes are and why these processes should be adhered too. Best Practice is defined as “a technique or methodology that, through experience and research, has been proven to reliably lead to a desired result.” (Whatis.com, 2008) Within management best practices, there are five important components: Skills, Processes, Solutions, Resources, and Improvement. Dissemination is what allows best practice programs to impact an......

Words: 2568 - Pages: 11

Free Essay

Best Practices Supervisor’s Manual

...Skills: Giving and Receiving Criticism Throughout a supervisor’s career, he or she will be expected to critique an employee’s performance and provide feedback. In addition, he or she will be the object of criticism, both in job performance and the way in which he or she responds to the employees. A supervisor may feel that it is only the intent of the message that matters, but proper delivery is important as well (Chambers, 74). A good critique must be necessary to the employee’s performance. It should be noted that it is a waste of time to criticize factors that are not important to the job. This evaluation should also be fair and positive and intended to improve one’s job performance. This communication should be tactful, fair and kept in a positive light. The supervisor should also be able to receive criticism. He or she should remember that these comments are intended to improve performance and to help develop a better relationship with employees. Developing Effective Listening Skills A supervisor needs to be an effective listener. In order to be effective, one must want to be effective. The first suggestion for improving this skill is to engage in active listening practices, such as repeating the information in order to confirm understanding (Chambers, 162). One might also want to time the discussion so that it takes place during the peak of the day’s energy (such as first thing in the morning). Most importantly, an individual with good listening skills reminds him or......

Words: 688 - Pages: 3

Premium Essay

Best Practices Manual

...Best Practices Manual for Supervisors Robin Schmitz MGT/210 September 30, 2012 Catherine Wright Best Practices Manual for Supervisors A best practices manual for supervisors provides the tools needed to become an effective supervisor. This manual will discuss and demonstrate the areas and skills the supervisor needs to focus on to become an effective leader of an organization. The focused areas which will be discussed are; demonstrating communication skills, determining effective orientation and training methods, improving productivity for teams, conducting performance appraisals, resolving conflict, and improving employee relations. We will begin with the most important aspect of a supervisor’s position-demonstrating communication skills. DEMONSTRATING COMMUNICATION SKILLS Effective communication is one of the key components necessary for a supervisor position, because it helps in building trust and respect among all in the organization. The communication can entails more than the content of the statement, but it is also the dialogue used in expressing the statement. Supervisor who are rude, belligerent, or short in demonstrating communication tend to push fellow coworkers away, experience less productivity from the workers, and reveals no foundation of teamwork. Supervisors who mainly focus on work-related information when conversing tend to be viewed as arrogant or callous, and supervisors who tend to focus on social networking rather than useful information can......

Words: 2405 - Pages: 10

Premium Essay

Supervisor

...First Line Supervisor /OIC Training It should be noted that being chosen as an OIC candidate is a crucial step in your career development. It is probably one of the most difficult positions in law enforcement. You will be expected to be a leader even when you are not in charge The OIC position is meant to develop your leadership skills and will assist you in obtaining your goal of becoming a ranking member of the management team By becoming an OIC you should not assume that you will automatically progress to the next rank. You will have to continually show that you are ready, willing and able to assume a ranking position. You should be congratulated on taking this first step toward your future, and feel free to approach any member of the supervisory team to assist you as you move forward. Selection to a leadership role in any department is a rewarding yet difficult role, as a new leader you will be challenged by all levels of the organization. You will be challenged by your superiors to make decisions that are in the best interest of the college and the department. You will be challenged by your peers to not do or say anything that will put you in a better light than them ,and most of all your subordinates (former peers) who will expect you to let them slide when they violate policy ,or don’t follow through on a particular task. Remember in your role as a supervisor you are the eye an ears of the......

Words: 1315 - Pages: 6

Free Essay

A New Practice Field

...Procurement Management TABLE OF CONTENTS 1. INSTRUCTIONS TO BIDDERS Jones Sports Incorporated will start the process of accepting bids from contractors starting November 23, 2014 to build a new baseball field located at 5424 Rolling Meadows Drive, Fort Worth, Texas 76124.Jones Sports will accept proposals for the construction of a practice baseball field, a small parking lot and a clubhouse. 6 1.1. General Description of Work Jones Sports has purchased 20 acres of land for their semi pro baseball team to conduct practice. On this land Jones Sports has plans to build a practice field, a 50 space parking lot and a small clubhouse. These facilities will be designed for the use of the team and coaches only and does not require seating for spectators. The outcome of the project would have the construction of a practice field with artificial turf, a 4,000 square foot clubhouse that will consist of a locker room with restrooms and showers, a meeting room with a projector screen and projector, a lounge, a small room for storage and a 50 car parking lot where each space will hold a mid-size vehicle. The project will also consist of lighting for the baseball field and parking lot as well.as utilities. There will be no seating for spectators as part of this project. The layout of the practice field, clubhouse and parking lot will created by the winning contractor with the plans being approved before construction begins. A study has been done and it has shown that there is......

Words: 3898 - Pages: 16

Premium Essay

Best Practices Manual for Supervisors

...Best Practices Manual for Supervisors Gregory Wilhoite University of Phoenix (AXIA) MGT/210 Supervision and Leadership Karen Blackwell Due: June 4, 2011 Best Practices Manual for Supervisors The top level of management in any company's organization is usually always supervisors. Since the supervisor is in charge of making sure that work gets done, they do not do any of the operative work. Their main focus is to achieve the company's goals in production. As a supervisor, one has to encourage workers to accomplish their objectives in a positive way; they must also have workers that want to be "members of a work unit to contribute positively towards accomplishing the organizations goals and objective’s" (Rue & Byars, 2004). A supervisor's work is categorized into five areas: planning, organizing, staffing, leading, and controlling. The most effective way to accomplish any tasks assigned is to plan and direct the workforce doing the job. Assigning the work among the employees and making arrangements for the proper and timely completion of work delegated. Staffing is charged with the duty of overseeing the improvement of employees' labor skills. Leading is used to influence the employee's behavior towards company goals. Controlling "determines how well the work is being done compared with what was planned" (Rue & Byars, 2004, p. 13). Supervisors are required to maintain technical, human, administrative and decision-making skills. Supplementary in order to satisfy the......

Words: 2408 - Pages: 10

Premium Essay

Best Practice Manual for Supervisors

...Best Practice Manual for Supervisors MGT/210 8/18/2011 Lisa Newman The purpose of a best practice manual for supervisors is to provide a reference guideline for new supervisors. As a reference, this manual could serve as a training aid for supervisors and a management resource for performance evaluations of employees. The manual contains an overview of the best practices to use for the following supervisory responsibilities: • Demonstrating communication skills. • Determining effective orientation and training methods. • Improving productivity for teams. • Conducting performance appraisals. • Resolving Conflicts. • Improving employee relations The approaches described in this manual will assist supervisors in providing the best and most effective solutions to any problems the employees or supervisors might face. This guideline will ensure that supervisors are aware of the objectives and standards to follow to help improve employee’s production. Demonstrating communication skills is one of the most important skills a supervisor can have. Supervisors should be able to direct, motivate, and persuade their colleagues in order to maintain an acceptable working relationship that will encourage positive results. A large part of all three of these skills is the ability to listen and absorb the ideas of others (Rue & Byars, 2004). Active listening skills help supervisors absorb their employees concerns. The key to being an active listener......

Words: 2317 - Pages: 10

Premium Essay

Challenges of New Graduate Nurses: Transition to Practice

...Challenges of New Graduate Nurses: Transition to Practice Job retention rates amongst newly graduate nurses tend to fluctuate widely. These fluctuations have many possible and combined explanations including orientation quality, level of confidence, residency programs, pay rates, mentoring programs, management support, and countless views of job satisfaction. My concept will focus on transition to practice success of new graduate nurses in relationship to their organization’s orientation process, job satisfaction, and the effects of job retention rates. Identifying these challenges are significant noting that low retention rates are costly for health care facilities as well as for the economy. According to Gemberling, Tretter-Long, Reiner, Potylycki, and Davidson in their article Clinical Support for the Off-Shift Nurse and the Graduate Nurse: The Clinical Rock Stars, “Depending on the specialty, estimated replacement costs for an RN were $42,000-$64,000 [in 2005]” Gemberling et al. (2011). This topic is especially important for new graduate nurses when considering a first place of employment. Nursing educators and health care managers have been analyzing and designing new ways to combat low retention rates specifically for newly graduated nurses. Review of Literature Several factors influence job satisfaction, which is a key characteristic that effects job retention rates. Gemberling et al. (2011) found that most new nurses leave their first job because of stress......

Words: 2546 - Pages: 11

Premium Essay

Manual of Professional Practice for Electronics Engineers

...MANUAL OF PROFESSIONAL PRACTICE FOR ELECTRONICS ENGINEERS I. CODE OF ETHICS FOR ELECTRONICS ENGINEERING PRACTITIONERS FOREWORD Honesty, justice and courtesy form a moral philosophy which, associated mutual interest among men, constitutes the foundation of ethics. The electronics engineer should recognize such standard, not in passive observance, but a set of dynamic principles guiding his conduct and way of life. It is his duty to practice his profession according to this Code of Ethics and Conduct. The keystone of professional conduct is integrity. Hence, it behoves the electronics engineer to discharge his duties with fidelity to the public, his employer and his client and with fairness and impartially to all. It is my duty to interest himself in public welfare, and to be ready to apply his special knowledge for the benefit of mankind. He should uphold the honor and dignity of his profession and avoid association with enterprise of questionable character. In his dealings with fellow engineers, he should be fair and tolerant. RELATIONS WITH THE STATE 1. Each and every engineer shall recognize and the supreme authority of the State as express through its laws and implemented by its agencies, whenever wherever such laws do not infringe upon the rights and privileges of citizens as guaranteed by the Constitution. 2. He shall recognize that the well-being of the public and the interest of the State are above the well-being and interest of any individual. ...

Words: 1403 - Pages: 6

Free Essay

Manual for Supervisor

...Human Resource Management Plan and Job Aids Tasha Williams University of Phoenix Table of Contents * Executive Summary * Job Analysis * Selection Process * New Employee Orientation * Training Development Plan * Attachments: a. Interview Questions b. Script for New Employee Orientation c. Job Analysis Executive Summary The following is our design for the Certify Nursing Assistant hiring program at Elant Human Resources. Managing Human Resources is important to create a company and to make sure that it thrives. The goal of every company is to get good results at first, and to improve performance. Figuring out how to operate efficiently and how to get the best results is a challenge for every company. Every company needs to recruit the best people in order to best achieve goals. In companies both small and large, recruiting new employees means that the company has access to more talented people. This hiring packet aims to give each Certify Nursing Assistant a correct job analysis so that each Certify Nursing Assistant (CNA) understands the responsibilities of their new job. I have also describe an employee selection process, employee benefits, how to train and orient a Certify Nursing Assistant. Introduction In today’s job market it is more competitive than ever, and it is more important for every business to hire the best employee. Finding and hiring staff is a complicated process for any company and it is necessary......

Words: 2434 - Pages: 10

Free Essay

Best Practices Manual for Supervisors

...Best Practices Manual for Supervisors University of Phoenix September 24, 2011 MGT/210 Supervisors are a great asset to a company’s success. Supervisors need to be effective and efficient in their job as well as managing the employees beneath them. Supervisors have some of the greatest responsibilities in assuring that their teams are performing their task and achieving their goals to make the company successful. To have a successful team, Supervisors will need to demonstrate some best practices in certain areas to manage the team, these areas are: 1. Demonstrating Communication Skills 2. Determining Effective Orientation and Training Methods 3. Improving Productivity for Teams 4. Conducting Performance Appraisals 5. Resolving Conflict 6. Improving Employee Relations This Best Practice Manual for Supervisor will take each of these six areas and will demonstrate two best practices for each area. If a supervisor will learn from these best practices then they will become an effective supervisor for their teams and their teams will become effective and efficient. Demonstrating Communication Skills Demonstrating communication skills is a must for every supervisor. If a supervisor has poor communication skills they will not be able to communicate effectively to their teams. The two best practices for demonstrating communication skills are learning to listen, and keep written and verbal communications clear. The first best practice to communicate......

Words: 2369 - Pages: 10

Free Essay

Supervisor Manual

...You can. You can Fail. Be bad at things. Be embarrassed. Be afraid. Be vulnerable. Go out on a limb or two or twelve. You have fallen & it has hurt, but the harder you fall, the farther you have had to rise. The louder you've failed, the clearer your future became. Failure is a gift, welcome it. There are people who spend their whole lives wondering how they became the people they are, how certain chances passed them by, why they didn't take the road less traveled. Those people aren't you, you have front row seats to your own transformation & in transforming yourself, you might even transform the world. And. It will be electric. You can promise it has been terrifying. But. You Embrace that; embrace the new person you're becoming. This is your moment. Promise it is now, not two minutes from now, not tomorrow, but right now. You Own that. You Know that deep in your bones. You Go to sleep every night knowing that, wake up every morning remembering that. And then... You keep going....

Words: 270 - Pages: 2

Free Essay

Best Practice Manual for Supervisors

...Best Practice Manual for Supervisors December 2, 2011 MGT The Best Practices Manual for Supervisors is for individuals who are new to the role of supervising. This manual will provide detailed specifics in; communication, orientation, teams, appraisal, resolving conflict, and employee relations. Not only are these roles beneficial but, necessary for people that are taking on a demanding position for a company. Supervisors need to practice and master the specifics to become a magnificent leader and team player. This practice manual will give new supervisors innovative ideas and lead them in the right direction so that their practices will become enriched and tactical. In small and large companies or cooperation’s people use communication every day to effectively communicate in their position’s so that the job gets done. Communication: Today many people live in a fast pace society where effective communication has come in many different styles. Not to mention that electronic devices, such as, email, internet, and cell phones are all newer ways to communicate with employees and co-workers. These things have made it easier to communicate on a different level then the typical face-to-face interaction many people were used to. As a supervisor it is important to know how to use these devices to make the job more commutative. Using the internet has made scheduling tasks easier and faster and lets everyone know what is going on without leaving people out of so called...

Words: 1936 - Pages: 8

Premium Essay

Best Practices for Supervisors

...Best Practices Manual Best Practices Manual for Supervisors Axia College University of Phoenix MGT/210 Supervision and Leadership 1 Best Practices Manual 2 February 3, 2008 SHOWING COMMUNICATION SKILLS Communication is about more than the meaning of what you say. Sometimes people who communicate only about information look arrogant and cold. At the same time, people who try to be polite and make small talk instead of speaking usefully might seem boring and irrelevant. As a supervisor, your best strategy to look be a good colleague is to be able to talk in a friendly, social way, while giving people the useful and accurate information that they need (Watson, 2003). Best Practices Manual 3 Communication is one of the most important ways a supervisor can build trust and respect among colleagues. Showing interest and concern in things that are important to coworkers helps to create positive connections that can be very helpful when dealing with work-related issues. For example, team members will generally appreciate a supervisor who shows interest in them as real people—beyond their ability to complete tasks or solve workrelated problems (Watson, 2003). One of the things that often hurts relationships between supervisors and their employees is misunderstandings. People tend to make assumptions about the words and behaviors of other people in their workplace. A good supervisor can validate the perception that they have about what......

Words: 3097 - Pages: 13