Good Supervisors vs Poor Supervisors
Good Supervisors vs Poor Supervisors
Supervisors are managers who oversee a small number of employees or a department. Supervisors are responsible for overseeing employees’ daily activities and guiding them through their responsibilities.
The most important component of the overall employment experience is the supervisor. They can make or break the employment experience for their employees by their behavior. It is clear that front-line supervisors play a critical role in shaping employees’ perceptions about their jobs. Employees are very aware of how their supervisors use power. Organisations looking to retain their best performers will want to evaluate supervisory candidates to see how they might use power. If these assessments are not done, it’s easy for the boss of hell to walk in.
Supervisors are an integral part of the company’s organisational structure and hierarchy. Supervisors manage employees and ensure that business operations run smoothly.
The single most important influence on an organisation is that of its managers and supervisors. The performance of employees, job satisfaction, productivity and turnover as well as the overall health of an organisation can all be directly affected by a good or bad supervisor.
It is difficult to find good supervisors in this industry. There is still the perception of hospitality as a temporary or bridging profession, not a permanent vocation or serious career. This is why skilled and competent people are often lost to other industries.
Good supervisors can be a great asset to your company and business. They will lead by example and set the tone for the whole team. A leader of high quality can help you achieve success by leading the way in team building, mentoring and running events.
Bad supervisors can cost companies billions each year. Having too many can lead to a company going under. This is the only way to avoid this huge problem. Companies that make these mistakes are not going to be able to fix it. However, businesses that do it correctly and have talent-based hiring managers will succeed and be able to gain a competitive edge.
Bad supervisors aren’t uncommon. Recent studies show that 56% of Australian workers believe their boss is either mildly or extremely toxic, and 75% say their boss is the most stressful aspect of their workday.
Good Supervisor vs Poor Supervisor
Poor: Narcissist. Me. Me. Me. Terrible bosses can be self-centered and insatiable. It is all about them, not the people they manage and their employees’ lives. It’s not about the team but about how they look.
Good: Lead with integrity and honesty.
Empathy and compassion
Poor: Talk loudly, rudely and one-sidedly to employees. Bad bosses do not allow staff to respond to accusations or comments. They bully and intimidate employees.
Good: Team members are treated with compassion and empathy by their supervisors.
Poor: Bully. Bullies can manage fear by intimidation and fear mongering. They create a culture that is fearful, anxious, and distrustful. Bullying can include lying behind people’s backs, and actively campaigning to make friends at work enemies.
Good: When a supervisor is able to manage conflict effectively, it can be a chance for strengthening relationships and finding solutions. Learning about conflict styles, triggers, and methods is an important part of conflict resolution. This will help you create a process to prevent and address it within your department or organisation. (climb.pcc.edu).
Poor: Unapologetic. They don’t realise the extent of their inhuman behavior, and they certainly won’t atone for it.
Good: They quickly realise their mistakes or make amends.
Poor: Poor Communicator. Bad bosses are known for not giving clear instructions. They often keep information safe and treat it like power. They often contradict themselves and give conflicting instructions. They spend a lot of time trying to interpret and decode the limited communication they receive.
Good: They are able to communicate clearly and effectively in written and spoken communication. They are also adept at receiving and giving constructive criticism.
Poor: Blame. These bosses are not accountable for their actions and blame everyone else when things go wrong. These bosses often disregard office policies and break rules to shift the blame onto others. These bosses often leave direct reports in the dust when it really matters.
Good: Great supervisors are able to manage workplace issues. They evaluate the situation and create a plan for how to deal with it.
Management of Time and Priority
Poor: Demanding and unrealistic. Bad bosses set unrealistic goals and make it difficult for their employees to achieve them. If these goals are not achieved, bosses blame their employees and label them weak, lazy or inept.
Good: A great supervisor can prioritize tasks and delegate appropriately to ensure that they are completed on time and efficiently. A supervisor can manage the heavy workload of their employees in the most productive manner without leaving them feeling stressed or burned out.
Poor: Indecisive. Bad bosses are often afraid of their own failures, which can lead to decision paralysis. Fear of making a mistake, or not having enough business intelligence to make a decision are two common causes of indecision.
Good: A good supervisor will be able to work collaboratively, strategize and methodically to make decisions, solve problems and foster innovation.
Be an example
Poor: Don’t take credit for other people’s hard work. Have you ever worked hard to achieve great results for your company only to find out that your boss stole your hard work? You have a bad boss.
Good: Leaders who take pride in the achievements of their teams and go above and beyond to ensure that higher-ups know who to credit for a job well done. It is shameful to take credit for the work of someone else.
Being a supervisor or manager is a career change just like choosing a field of study. This requires you to learn new skills and take on additional responsibilities. Although you may think all your managers are good people, it is possible that they are not the right fit for managing. There are many signs that indicate that someone is not a suitable candidate to be a manager. You can avoid these problems by creating systems that allow you to promote the right people, let new managers decide leadership is not for them, and support new managers in their learning and growth.