Effective Supervisory training

1. P R E S E N T E D B Y:
H U M A N R E S O U R C E
D E PA R T M E N T

2. COURSE OBJECTIVES
SUPERVISOR LEARN HOW TO
LEAD AND ACCOMPLISH TASKS.
TO TRAIN NEW SUPERVISORS
TO BE EFFECTIVE IN THEIR
NEW POSITION.
THE IMPORTANCE OF TEAM
WORK.
TO IMPROVE PERFORMANCE
OF THE SUPERVISORS.
TO PROMOTE RESPONSIBILITY
AND ACCOUNTABILITY .

3. IMPORTANCE OF A SUPERVISOR
All companies rely on effective frontline
managers. Good Supervisors are the backbone
of the business—the strength that links the
strategic planning of upper management with
the body of the organization.

4. WHO IS A SUPERVISOR?
 ONE WHO SUPERVISE THE
WORKMAN AND THE WORK.
 A SUPERVISOR, FOREPERSON,
TEAM LEADER, OVERSEER,
FACILITATOR, OR AREA
COORDINATOR IS A MANAGER IN
A POSITION OF TRUST IN
BUSINESS.
 A PERSON IN THE FIRST–LINE
MANAGEMENT WHO MONITORS
AND REGULATES EMPLOYEES IN
THEIR PERFORMANCE OF

5. WHAT IS SUPERVISION ?
SUPERVISION IS GETTING
WORK DONE THROUGH
OTHER PEOPLE:
MEANS INSTRUCTING,
GUIDING, MONITORING
AND OBSERVING THE
EMPLOYEES WHILE THEY
ARE PERFORMING IN THE
ORGANIZATION..

6. SUPERVISION
The word supervision is the combination of
two words i.e.
Super means over and above.
Vision means seeing.
So, supervision means seeing the activities of
employees from over and above.

7. THE ROLE OF A SUPERVISOR
Setting goals
Demonstrating effective behaviors
Decision-making
Managing Change
Time Management
Communication Skills
Effective Meeting Skills
Motivation
Delegation
Training

8. QUALITIES OF A GOOD SUPERVISOR
AN OPERATIONAL ROLE WHICH
MANAGES THE FLOW OF WORK
THROUGH DECISION MAKING AND
PROBLEM SOLVING TO MEET
TARGETS IN TERMS OF PRODUCTION
AND QUALITY
A LEADERSHIP ROLE WHICH
ENCOURAGES, SUPPORTS AND
MOTIVATES THEIR TEAM MEMBERS
A COMMUNICATION ROLE WHICH
SERVES AS A TWO -WAY CONDUIT
BETWEEN UPPER MANAGEMENT AND
THE PEOPLE WHO MAKE UP THE

9. A GOOD SUPERVISOR ALWAYS ABLE
TO:
Make the difference between meeting
production targets and missing them (because
they motivate and energize their teams)
Have the most significant impact on workplace
culture (because they set the tone of behavior in
their individual work areas and across the plant)
Influence the retention of staff (because people
feel a strong sense of loyalty to their
Supervisor)
Provide an incentive for people to join a
company (because word gets around that
people will be treated well and fairly).

10. INEFFECTIVE SUPERVISORS MAY CAUSE:
High levels of absenteeism (because people simply
don’t want to come to work)
Reduced productivity (because people are not
motivated to give their best)
Workplace conflict (among workers because there
is no team cohesion and between departments
because there is no effort to achieve common
goals)
Safety issues (because people are not inspired to
care for the welfare of others)
Resentment toward upper management (because
the communication conduit is not working well
between the various levels in the company).

11. THE SUPERVISORY PROCESS
S U P E RV IS O RY IS A N A C T A N D S K IL L O F
D E C ID IN G W H AT N E E D S TO B E D O N E
T H E N G E T T IN G IT D O N E O F T E N W IT H IN
T IG H T C O N S T R A IN T S B E C A U S E O F
L IM IT E D R E S O U R C E S . T H E R E A R E F O U R
P R IN C IPA L P R O C E S S E S IN V O LV E D IN
M A N A G IN G A S IT U AT IO N A N D T H E S E
A R E : -
 P L A N N IN G
 O R G A N IZ IN G
 M O T IVAT IN G
 C O N T R O L L IN G

12. KEY ASPECTS THAT SUPERVISORS SHOULD
OBSERVE
BASIC NATURE OF THE
WORKER
BASIC ATTITUDE
EDUCATIONAL LEVEL
AGE AND EXPERIENCE
KNOWLEDGE OF WORK
HABITS
BEHAVIORAL PATTERN

13. SET PERSONAL AND
PROFESSIONAL GOALS
 WRITE DOWN YOUR
SMART GOALS
 DISCUSS WITH YOUR
SUPERVISOR AND YOUR
TEAM
 REVIEW OFTEN

14. EFFECTIVE BEHAVIORS
Patience
Tolerance
Sensitivity
Empathy
Decisiveness
Sense of humor

15. DECISION MAKING
 BE TRULY OPEN-MINDED
 AVOID TAKING SIDES
 RECOGNIZE YOUR OWN BIAS
 DON’T LET TITLES OR
PRESTIGE INFLUENCE YOUR
DECISIONS
 AVOID ABSOLUTE WORDINGS
IN YOUR DECISIONS
(ABUSIVE, THREATENING,

16. QUESTIONS TO ASK BEFORE
MAKING A DECISION
 Do I have enough information to
make a decision?
 What would be the worst possible
result if I make that decision?
 Do I need to make a decision at this
time?
 Am I the best person to make the
decision?

17. MANAGING YOUR TIME
What are some timewasters?

18. HOW TO MANAGE YOUR TIME
Prioritize your work
Assess how you are currently
spending your time
To do lists
Plan your tasks daily
Evaluate time management several
times during the day

19. COMMUNICATION SKILLS
Present one idea at a time
Keep it simple
Make it brief
Personalize it to the other person
Use the right tone of voice and body language
Get acceptance of each idea
Respond to the emotions of the person
Appreciate your listener’s concerns
Encourage listeners to express themselves

20. MANAGERIAL ELEMENTS OF THE
SUPERVISORY ROLE
A S U C C E S S F U L S U P E RV I S O R S K I L L S
S H O U L D B E A B L E TO F U L F I L L T H E
F O L L O W I N G E L E M E N T S ;
 SETTING OBJECTIVES
 FORECASTING/PLANNING
 ORGANIZING
 MOTIVATING & MONITORING AND
CONTROL
 EFFECTIVE COMMUNICATION

22. WHAT COMES IN YOUR MIND?

24. TEAMWORK IN THE WORKPLACE
What is a team?
A team comprises a group of people
linked/working together towards a common
goal/purpose. Its
achieved only by the individuals working
together effectively.
Who is a Team Leader?
A team leader is someone who provides
direction, instructions and guidance to a group
of employees, for the purpose of achieving a
certain goal. An effective leader will know her

25. TRUST FACTOR IN A TEAM
 Trust is confidence that people action’s are consistent
with their words.
 A firm belief in the honesty and relibility of other
person.
 Trust is the GLUE that holds relationships together. It
is almost impossible to have long-term success
without trust.
Trust Limiters
 Acting on assumptions, GOSSIP, or emotion, rather
than information/ facts.
 Refusing to admit mistakes or asking for help that you
are always right.
 Disregarding individual needs or expectations.

26. TEAMWORK TRUST
You can only build trust via one thing
BEHAVIOR
Behavior is the way in which person
acts in response to a particular
situation or stimulus.
TRUST = CHARACTER + COMPETENCE
Character – this who we are really are
Competence – the ability to do
something without laziness
Note INABILITY is desires but no means
and LAZINESS means no desires

27. TRUST BEHAVIORS
 CHARACTER
 Talk Straight
 Demonstrate
respect
Create
transparency
 Right wrongs
 Show loyalty
 COMPTENCE
 Clarify
expectations
 Deliver results
 Get better
constantly
 Confront reality
 Practice
accountability
 MIX
Listen first
Keep commitments
Extend trust

28. THREE KEY THINGS ABOUT OURSELVES
Our REPUTATION: what people think of
us, we put emphasis on this as its
immediately rewarding.
Our PERSONALITY: How you present
yourself to people also immediately
rewarding. What you seem to be, it’s
selling an image.
Our CHARACTER: This is who we really
are, this who we are while people are
not watching

29. ARE YOU A TEAM PLAYER?
Would you rather work alone or
with a group?
Do people like working with you?
Do people like working with you?
Are you flexible in adjusting to
new situations or new work
demands?
Are you willing to help out another
team member if they are
struggling?

30. TEAM SUCCESS FACTORS
A high performing team is strong in these five areas:
Results Commitment
Process Communication
Trust

31. IMPORTANT ITEMS
When you meet your goal:
What is the next step?
What is your next goal?
What could be improved?
Look toward the future to continue
improvement.

32. THERE IS NO PERFECT GROUP
Even your leader will make mistakes
and you have to accept that.
No one will agree with everyone.
Failure happens.
It only takes one successful idea to turn
things around.

33. TEAMWORK QUOTES
 Coming together is a beginning.
 “Keeping together is progress.
 “Working together is success .”
 “Wearing the same shirts doesn’t make you a
make you a team.”
 “Talent wins games but teamwork and
intelligence wins championships.” M. Jordan
 Did you know that the first person to climb to
the top most part of the Earth ( Mt, Everest)
was blind? His name is Eric Weihenmayer and
he was ( and still is) BLIND……… Do you know
how did it? It was through TEAMWORK?

34. THAT’S IT
Hope you enjoyed team work ride?

35. EMPLOYEES ENGAGEMENT
Definitions
Engagement occurs when an employee express
themselves physically, cognitively and
emotionally during role performances &
disengagement is the uncoupling and
withdrawal of one selves from work roles
(Kahn,1990).
It involve psychologically present when
performing a role that involve attention and
absorption.
Engagement is a positive, fulfilling, work-
related state of mind that is characterized by

36. IMPORTANCE OF ENGAGED EMPLOYEES
The 3s of engaged employees Stay, Say and
Strive
Reduce employee turnover: Have high
intentions to stay
Enhance employee productivity.
Realization of firms goals.
Minimize cost of operation- no wastage
Reduce organizational conflicts.
Physical and psychological healthy employees
Boost corporate image

37. LEVELS OF EMPLOYEES ENGAGEMENT
Blessing White (2014) gave the following
levels of employee engagement:
Fully engaged & Almost Engaged
workers- High contribution & high
satisfaction.
Honeymooners & Hamsters: Medium to
high satisfaction but low contribution.
Crash & Burners: Medium to low
contribution and low job satisfaction.

38. CHARACTERISTIC OF ENGAGED WORKERS
Have high energy levels, sense of involvement
and efficacy (vigor and dedication) they pay
attention and are absorbed/ engrossed in their
work
Are satisfied with their work
Take pride in their employer
Perceive that what they bring to the table is
valued,
They “go the extra mile” and deliver excellent job
performance
Work in teams and help each other

39. EXAMPLE OF ENGAGED EMPLOYEES

40. CHARACTERISTIC OF DISENGAGED EMPLOYEES

41. CHARACTERISTIC OF DISENGAGED EMPLOYEES

42. REFLECTION:
WHO IS SINKING THE BOAT IN YOUR ORGANIZATION?
WHO SLEEPING WORK THROUGH THEIR WORK DAY?

43. WAY FORWARD
 Encourage employees to focus on
the core business and important
things that brought them to the
work place.
 Build on organization trust
 Undertake effective
communication & provide
feedback.
 Make employee job to be
interesting- skill variety, task
identity, task significance and
autonomy.
 Implement positive discipline in
the work place.

44.  Implement performance management
strategies
 Ensure there is appropriate workload
 Make everyone feel important that is “ all
everyone is asking for”
 Enhance team work and participative
approach- Together we can achieve
 Train employees
 Undertake proper placement

45. MONITORING EMPLOYEES PERFORMANCE
 Conduct employee engagement
interviews
 Discussions with individual or employee
supervisors.
 Questionnaire method
 Observation: On employee productivity.
 Check on level of customer / user
satisfaction & complaints.

46. LOOK AT THE CHART AND SAY THE COLOUR
NOT THE WORD VERY FAST
YELLOW BLUE ORANGE
BLACK RED GREEN
PURPLE YELLOW RED
ORANGE GREEN BLACK
BLUE RED PURPLE
GREEN BLUE ORANGE

47. WHAT IS THE MORAL LESSON

48. SUCCESS
Success might mean, but is not limited
to:
1. Achievement of an objective/goal
2. The opposite of failure

49. QUALITIES THAT MAKE A PERSON
SUCCESSFUL
 Desire – A burning desire is the is the
starting point of all accomplishment. Just
like a small fire cannot give much heat, a
weak desire cannot produce great results.
 Commitment – The quality of a person’s
life is in direct proportion to their
commitment to excellence, regardless of
their chosen field of endeavor.
 Responsibility – Responsible people
accept and learn from their mistakes.
 Hard work – There is no alterative for
hard work.

50. Character – George Washington , “I hope I shall
posses firmness and virtue enough to maintain
what I consider the most valuable of all titles, the
character of an honest man.”
Positive believing – Positive believing is an
attitude of confidence that comes with preparation.
Give more than you get – Winners put in 100% and
then some more.
Persistence – Nothing will take place of
persistence. Talent will not. Nothing is more
common than unsuccessful people with talent.
Genius will not. Persistence and determination
alone are omnipotent.

51. HOW TO ACHIEVE SUCCESS
 Responsibility – not blaming
anything
 Hard work - ready to work
anytime
 Character – values, beliefs &
personality of you
 Right time – ready to do at right
time
 Persistence – failing also a step
of success
 Creativity -
excellence of his
effort
 Commitment –
winning edge
 Learning – life
long process
 Planning - exact

52. SUPERVISOR PERFORMANCE
IMPROVEMENT
 Team Work.
 Employee Engagement.
 Performance Evaluation.
 Interpersonal Skills.
 Communication.
 Time Management.
 Success
T
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P
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53. EVALUATION QUESTIONS
1. I found the presentation of material easy to
understand.
2. This discussion session increased my
knowledge on the subject presented.
3. I will be able to use some of the information from
this discussion session in the future.
4. The presenter was well prepared for this
discussion session.
5. This presentation should be repeated in future
semesters.
Use:
a. Strongly agree b. Agree
b. Agree
c. Disagree
d. Strongly disagree

54. THE END