All employees are judged on their performance. Supervisors are no different, as a supervisor, you'll most likely be judged by two general measures. How well you manage the resources that are available to you to accomplish your goals, efficiency, and the quality of your results, effectiveness. Let's talk about each a little bit more. Supervisors need various resources to do their jobs, money, materials, facilities and equipment, human resources, IT. And other assets that a person, or organization needs to function effectively. Supervisors are also expected to hold waste to a minimum, while focusing on cost savings, an improving efficiency. And they will be judged on how well they meet these expectations. Second, attainment of results, this is all about effectiveness. If you manage your resources well, you should get the results you want. In just about any organization, there are four effectiveness standards, no matter where you work. As a supervisor, you can be sure that you'll be judged by how well, you meet these four objectives. Number One, Quantity, your department will be expected to turn out a certain amount of work per day per week and per month, on time to specifications and within budget. This will be true whether your department is producing goods or providing services. Number Two, Quality, output volume alone, is not enough if you produce a lot, but it is substandard, that's a big problem. Quality counts whether it is evaluated based on the number of product defects, service errors, or customer complaints will talk a lot more about quality later. Number Three, Costs and budget control, output and quality are always restricted by the amount of money you have, to get the work done. For that reason, supervisor expected to search for ways to lower costs. Number Four, Human resources management, some of the potential problems here are employee turnover, tardiness, absenteeism, discipline, and morale. Managing employee satisfaction and behavior will be a key to your overall look success here. No matter where you work, you'll need to maintain supervisory balance. Always strive to pay the same amount of attention to interpersonal factors, as you do to administrative and technical matters combined. In other words, spend as much time building and maintaining individual satisfaction, group cohesiveness, direction, and morale. As you do pushing for productivity or task accomplishment. At the heart of the matter, there are two broad approaches tord supervising others, employee-centered, and task-centered. Employee-centered supervision emphasizes concern and respect for employees, and maintaining effective relationships within the work group. Simply put, you don't need to be friends with all of your employees. You actually don't want to be, but you do need to have good working relationships with them. In contrast, task-centered supervision emphasize the tasks that employees are expected to perform, to produce results over the employees themselves. This can work in the short term, but not the long term. It is also the best choice in cases of emergencies or crises. Now, it might be tempting to conclude that being nice is the answer to employee productivity, well that is certainly good, but it isn't enough. The main point is that, focusing on job demands with little concern for the welfare and development of people, won't provide the long term results you want. Conversely, catering too much to employees won't get good results either. It takes a balance between the two approaches.