Our Supervisors Need Help!

We’re always talking to company owners or department heads, and one of the most frequent statements we hear is, “Our supervisors need help.” When we ask them to be more specific, often the reply has something to do with helping them get more productivity from the teams they lead.

Our question then becomes, “So, what do you want to do about it?”

The answer to that question is not a simple one. Many just hope that their supervisors will eventually “get it.” Others know that it will take a combination of training, experience, and coaching. Both of these responses require resources, most of which is time. Time. Hmmm. That commodity of which we have so little.

Let’s take a look at this more closely. Many times company leaders promote one of their great employees to a supervisor. We’ve heard it said by the newly promoted, “I was a welder on Friday and a supervisor on Monday. The only thing that changed was my title!” If we wait until our supervisors eventually get it, there is a good chance that there will be a number of mistakes along the way…more mistakes than can really be afforded. Turnover continues. Morale waivers. Productivity is affected.

The training, experience, and coaching route is another option. But here’s the thing: there usually isn’t a process in place to efficiently develop the supervisors. It happens as a reaction of the newly promoted supervisor being unsuccessful. So what to do?

We’ve helped many of our partners develop a “Corporate University.” Let us explain. A Corporate University is simply a plan that includes classes and other types of events that help employees develop their skills. It usually consists of three parts:

  1. On-Boarding: A specific set of procedures and meetings that help any person become oriented to the company or their new position.
  2. Technical Training: Classes, one-on-one meetings, readings, and procedures that help a person learn the specifics of how to do the job they currently hold. This can range from the use of computers to reading financial reports to supervisory techniques, etc.
  3. Ongoing Development: Specific coaching, peer groups, or courses that help a person identify areas of personal development or advancement to other positions within the company.

Putting together a Corporate University can take some time, but having one will actually save you time…and money. It can be the difference between being a mediocre business and being a great one!

Looking for more on how we’ve helped other companies? Click Here!