How does a person become a supervisor? Well, for a lot of people, it starts with working for an organization as a non-managerial employee. Since about 75 percent of all supervisors are promoted from within their organization. In fact, there's a good chance you're taking this class because you want to be promoted to supervisor at your own company. It should be no surprise that employees who are promoted are usually top performers, or highly experienced, or both. Unfortunately, this doesn't always work out as planned. Knowledge and skill in performing the work units tasks. Well, they definitely do help a supervisor, but they don't provide the management skills that all supervisors need. Sometimes excellent employees are technically sound, but just can't handle the interpersonal and administrative aspects of a supervisor's job. Once an employee is promoted, just how the transition into becoming a supervisor take place? Well, first of all, it doesn't happen overnight. In fact, it consists of five overlapping stages that take place over a period of months, or even years. Let's talk about them. Whether a supervisor is promoted from within, or hired from outside the company, there are five stages that all new supervisors go through. Some take longer than others, depending on both the person and the situation. The first stage is called taking hold. This is usually a short phase where the focus is on learning how to run the department, establishing personal credibility, and beginning to build a power base. The second step is immersion. This last longer while a supervisor gets to know the real problems of the department and becomes fully informed about the operations there. The third step is reshaping. During this period, a supervisor gradually rebuilds the department to fit their style. Makes meaningful contributions to operating procedures, and begins so put their stamp on the way of doing things. The fourth step is consolidation. In this phase, the supervisor works to remove deeply rooted problems while perfecting the changes made in previous periods. The fifth and final step is refinement. This stage is an opportunity for fine tuning operations, consolidating gains, and seeking new opportunities to make creative improvements. This all may sound pretty easy, but there are usually a few bumps along the way. But don't worry, we have some tips to help you on your way. A new supervisor faces a lot of challenges, especially if they are promoted from within. Here are some tips to help you avoid some common problems and missteps. First-off, prior relationships with coworkers will be different. You are the boss now, not their buddy, and you need to act accordingly. This can be tough for some people to do, but if you want to supervise effectively, you're going to need to find a way to keep good relationships with your employees while earning their respect as a leader. Another thing to keep in mind is that most people tend to resist change in one way or another. For best results, introduce changes slowly and carefully. Thirdly, it's really important, especially if you were promoted from within, that you not play favorites among your employees. The fact that one of them is your best friend can't be allowed to influence your judgment or decisions. If you let that happen, you can be sure the rest of your employees will know and resent you for it. Number 4, make sure you can back your decisions with facts. It's important to do your homework. Number 5, invite and encourage knowledgeable employees to take initiative, give them a chance to shine. Now last of all, although this is probably the most important and should have been number 1, for at least the first three months, your title should be Chief Listening Officer. Listen more than you talk. The job of supervision is so demanding, that higher management tends to look for super people to fill the job. Most firms, however, established a set of criteria against which supervisory candidates are judged. The most sought after qualities in the supervisor can be grouped into three basic categories; number one, technical competence, such as job knowledge, grasp of financial Information, and the results orientation. Number 2, career-related skills such as problem-solving, communication, leadership, ability to adapt the change, a demonstrated ability to get along with people, and the capacity to present one self professionally in public. This course is going to help you with all of those. Number three, personal characteristics like honesty, integrity, dedication, perseverance, initiative, positive attitude, and dependability. Among these, honesty, integrity, and credibility are the most important. In fact, research has repeatedly shown that the number one thing, employees want in a supervisor is honesty. Your takeaway should be that if employees don't trust you, nothing else you say or do will make any difference at all.
