How do you identify the best supervisors?

1 Define the competencies

The first step is to define the specific competencies that you expect from your supervisors. These may vary depending on your industry, culture, and objectives, but some common ones are communication, delegation, problem-solving, feedback, coaching, and conflict resolution. You can use a competency framework or a job description to outline the knowledge, skills, and behaviors that your supervisors need to demonstrate.

2 Use multiple methods

The second step is to use multiple methods to evaluate the supervisory skills of your candidates or employees. These may include interviews, tests, simulations, performance reviews, 360-degree feedback, or self-assessments. You can also observe how they interact with their peers, subordinates, and customers, and how they handle challenging situations. The goal is to gather as much evidence as possible to support your decisions and identify the strengths and gaps of your supervisors.

3 Provide feedback and development

The third step is to provide feedback and development opportunities for your supervisors. Feedback should be timely, specific, and constructive, and highlight both the positive and the negative aspects of their performance. Development opportunities should be aligned with their goals, needs, and interests, and may include training, coaching, mentoring, or job rotation. You can also encourage your supervisors to seek feedback from others and reflect on their own learning.

4 Monitor and reward

The fourth step is to monitor and reward the progress and achievements of your supervisors. You can use regular check-ins, meetings, or surveys to track their performance, satisfaction, and engagement, and provide them with recognition and support. You can also use incentives, bonuses, or promotions to reward their contributions and motivate them to keep improving. The key is to show them that you value their supervisory skills and appreciate their efforts.

5 Foster a culture of learning

The fifth step is to foster a culture of learning in your organization that supports the development of supervisory skills. This means creating a safe and supportive environment where your supervisors can learn from their mistakes, share their experiences, and collaborate with others. It also means providing them with the resources, tools, and guidance they need to grow and excel as supervisors. By doing so, you can build a pool of talented and effective supervisors who can lead your organization to success.

6 Review and update

The sixth step is to review and update your supervisory skills assessment and development process regularly. You can use feedback from your supervisors, employees, customers, and stakeholders to evaluate the effectiveness and relevance of your process. You can also monitor the changes and trends in your industry, market, and customer needs, and adjust your competencies and methods accordingly. By doing so, you can ensure that your process reflects the current and future needs of your organization and your supervisors.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?