What Makes An Exceptional Manager/Supervisor?

by Richard Avdoian

Poor performance is a common problem that negatively affects business owners, managers and employees. Troubled employees may tend to be routinely late or absent, unfit to work, or inefficient or have many ongoing conflicts with fellow employees. Poor performance is also often a result of various personal nonwork-related issues, drug and alcohol abuse or dependency, ongoing debt, compulsive behavior such as gambling, or sudden crises, to name a few.  Employees may assist, but it is chiefly the role of managers and owners to identify and solve poor performance problems.

So it is imperative that business owners hire managers and supervisors who have and demonstrate effective managerial skills. Their responsibility is to manage the employees so that the workforce comfortably and consistently meets the goals of the company and feels valued for its contribution to success. So what should business owners expect from their managers and supervisors?

Exceptional managers:

• State work expectations and policies directly, consistently and clearly.

• Routinely observe and document both positive and poor job performance.

• Keep morale high by treating everyone fairly and set realistic goals.

• Identify and understand troubled employees without losing objectivity.

• Talk with employees about poor performance in a timely manner.

• Consistently give feedback on performance according to established company standards.

• Identify signs of poor performance and possible personal or medical problems (avoiding diagnosing).

• Poor performance:

Unsafe behavior – careless, easily distracted, ignores safety rules

Erratic performance – unreliable, swings between very high and low productivity

Unfit to work – regularly arrives appearing  tired, nervous, irritable, has mood swings

Attendance – often late, records indicate frequently absent on Mondays, Fridays or the day after payday

Poor judgment – such as making foolish decisions or incorrect statements or altering procedures

• Personal and medical:

Chemical or drug abuse or dependency

Ongoing pressures – legal, financial or interpersonal problems that may be related to divorce, custody battles, unexpected expenses and poor financial planning

Compulsive behavior – such as eating disorders, gambling, gaming and compulsive shopping.

Mental health – mood shifts from high to low quickly, depressed, highly anxious, reactive, isolated from others, to name a few

Roles of an exceptional manager/supervisor

• Role model. An effective manager influences the workforce by setting an example with an overall positive attitude, treats everyone with respect and values everyone’s contribution equally.

• Link. Managers are the communication link between the business owner/CEO and the workforce. They have the ability to be the voice of the employees and share their needs and concerns. They must also consistently communicate the company’s standards, policies and mission.

• Leader. They manage all facets of the work flow, meeting schedules, resources and meeting production standards.

• Evaluator. Managers should evaluate each employee’s job performance in a timely fashion, using the company’s standard evaluation form, objectively and avoid diagnosing personal or medical issues.

With these skills and experience, managers can bring out the best in their employees and themselves and create a powerful, productive workforce.

Richard Avdoian is founder and CEO of the Midwest Business Institute Inc., a business consulting and training firm.  For information about training and seminars, contact Richard at 618-972-8588 or Richard@RichardAvdoian.com.