Effective supervision aims at improving productivity and maintaining a work environment that promotes productivity. If you are looking to develop skills in supervising, consider joining the Supervision Training Course delivered by pdtraining in Dunedin, Napier and other cities in New Zealand. Supervision can be made simple if an effective system for supervision is created and maintained. To do that, you need to plan, measure, and control your actions and the activities of others. Planning Goals The first step towards developing an effective system of supervision is planning. When planning, you need to specify performance goals. The goals need to be precise, measurable and communicable. All those involved in the project must know and understand the common goals that they need to achieve.
When you set goals that are measurable, the workers can evaluate their own performance, if desired. It also helps to improve output, as daily goals can be created and measured. Having clear and measurable goals also help to reduce errors, misunderstandings and confusion, which leads to the creation of a smoother and more effective system. Time is Money Supervision must aim to reduce the time it takes to complete tasks. Helping employees to manage their tasks better, predicting problems and resolving them in time, and effectively organising helps to avoid delays and errors. Management of time must not only be practiced but also taught to employees so that they can manage their workload and life better. Problem Employees Problems are inevitable, and, therefore, must be expected to occur. If you expect problems to occur, you are ready to resolve them successfully. You may face problems such as delays in work, incorrect output, unsatisfactory output, and bad behaviour. Some employees can be unskilled, and some unwilling to work hard.
For the unskilled employees, training will need to be provided. Early identification of their insufficiency by the supervisor can help to save loss of work and time. Employees that are unwilling to work as expected must be motivated to perform. A supervisor must lead by example and also use motivational techniques to generate the will to work hard among employees. A supervisor may also determine the role of personality and background in the worker’s behaviour. Providing Formal and Informal Feedback Formal feedback must be provided after the informal feedback has failed, especially if it is negative. When negative feedback is provided, it must be given in privacy to avoid embarrassing the employee in front of colleagues. Good negative feedback is one that encourages the employee to correct his/her mistakes. Negative feedback must always include positive feedback to help the employee improve and lessen the blow. Informal feedback can be an effective tool to let an employee know that you are involved and in the know.
If informal feedback fails to bring results, you may provide formal feedback in privacy and let the employee know of the ultimate result of indiscipline. Promoting Camaraderie, Not Competition Through your own behaviour and by encouraging or discouraging the behaviour of others, you can promote camaraderie among employees. It builds a positive, dynamic and fun atmosphere at work, which helps to reduce stress, jealousy and negativity. And a healthy work environment automatically leads to better output and better morale.
Pdtraining delivers 1000’s of professional development courses each year in Wellington, Auckland, Napier, Christchurch, Hamilton, Dunedin and Tauranga, so you can be assured your training will be delivered by a qualified and experienced trainer.
All public Supervision Training courses include am/pm tea, lunch, printed courseware and a certificate of completion. Customised courses are available upon request so please contact pdtraining on 1300 121 400 to learn more.