7 Goal and Management Tips For New Supervisors

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Summer is a time for growth and turnover at many companies. It’s when senior staff are most likely to take their vacations or start their retirements. In their stead, many are given opportunities to step into new roles, even if it’s only temporarily.

But for new team managers, turnover and growth can mean a lot of new responsibilities. Even if you don’t provide full training for temporary roles, pass along these 7 tips so that your managers know what will be expected of them:

1. Be Prepared!

In order to succeed in your new role, it’s essential that you understand every team member’s job description and goals. Some employees may have special needs that you’re not aware of. Connect with the previous manager to clarify, and plan for any foreseeable incidents that may need attention.

2. Set Expectations


Now that you’re familiar with every employee’s goals, be sure to establish expectations with respect to performance. This can be as easy as pointing out that “I want you to be at least as successful as you were before I was in this role.”

Setting clear goals is important, but your role is now to communicate to the team why these targets were created in the first place, connecting them to other goals, and aligning them with your company values. Make it clear that you’re available to help if any roadblocks come up. Finally, make sure that all objectives remain attainable. If circumstances change and the team has no chance of hitting their targets, they may lose motivation.

3. Meet Regularly

Weekly team meetings not only benefit the team, they also allow you to keep up to speed as a manager. Make team meetings a welcoming environment. When everyone shares their projects, successes, and obstacles openly, then others are encouraged by the dialogue and recognition, or can get support from a colleague with the right skills.

4. Friendliness Is Progress

Just because you are head honcho now doesn’t mean you shouldn’t be amiable. Employees are most productive when they feel comfortable and safe. Connect with your team on a personal level, and leverage those relationships to help them become better workers. When managers are approachable, employees will be more upfront about their abilities/inabilities, allowing you to develop solutions before problems get more serious.

5. Be An Active Listener

Having an open dialogue with staff is essential. Communication breakdowns often lead to dissatisfaction at work and can even lead to failure of a business in the long run. When an employee comes to you with an issue or for advice, engage with the conversation. Take away action items for both parties, and act on them.

6. Flexibility Is A-Okay!

Remind yourself that you are managing a team of individuals. Everyone has a life outside of work and things come up unexpectedly. If you reward your team and accommodate their schedules, they’ll perform better during the times that they are working, since they’ll be 100% focused on the task at hand.

7. Be Yourself

Nobody wants to be managed by a robot, demon, or butterfly. Employees can tell when you take on a new persona as a manager, and may not be able to deal with the new you.

Recognize your teams and manage employee performance with TribeHR. Start a free 30-day trial today, or contact us for more information.


eBook: How to Recognize When Your Corporate Culture is a Difference-Maker

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This post is a sneak preview of the newly-released fifth chapter of my free eBook, “How to Cultivate Success in Real-Time.” Click here to download the full thing. Realizing the Difference Companies that have allowed organizational culture to evolve without guidance often suffer from many of the same problems and issues. They start out as fun places to work where everyone is goal-driven and focused on the same objective, but degrade to become places of despondence and conflict. Often, each department, division or team has a different culture. Power struggles are a constant factor and internal politics drive …

2012 HR Technology in Review

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2012 was a busy year for HR technology. From acquisitions and controversies to IPOs and innovations, businesses the world over saw human resources software in the spotlight. With a busy 2013 already underway, it can be easy to forget how significant 2012 truly was. If you’re going to remember just ten key events, let these be them:January All photos by Masakazu Matsumoto. After an unremarkable few years in the wake of 2008’s economic collapse, SAP finally hit the big one late in 2011, announcing the acquisition of SuccessFactors for $3.4B (the deal would go on to close in February 2012), and relaying that …

5 Steps to Creating a Real-Time Culture of Success [eBook]

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Many books have been written about creating a culture of success. But there is very little information circulating about how to merge traditional management theory with the very untraditional (and even virtual) environments we find ourselves working in today. My free eBook How to Cultivate Success in Real-Time offers a path of convergence between experience-based best practices and the “learn as you go” demands of real-time execution that managers and leaders now face. Here is a special preview of part 4, called 5 Steps to Creating a Real-Time Culture of Success:Step 1: Build on Shared Values A lackluster corporate culture often develops …

Do Stale Processes Create Stale Cultures? [eBook]

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A preview of Chapter 3 of "How to Cultivate Success in Real Time": Carl Gustav Jung said “You are what you do, not what you say you’ll do.” Practitioners wielding a variety of recognized HR management tools and techniques often say that they will contribute to the development of a positive culture. Typically, they are passionate about creating a supportive environment for employees, and operate with the best of intentions. Unfortunately, intent and reality often do not align. This is not to say that HR best practices, which have evolved as a result of extensive performance management research and hands-on …

HR Checklist for New Employees

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As you grow your business, expanding staff resources becomes more and more important, to the point where the need to hire employees may outshine all of your other human resources needs. When hiring in large quantities becomes your top priority, company leadership should devise an HR plan which includes a standardized new employee checklist, in order to streamline the onboarding process. Once you’ve begun hiring and have selected the top candidates, all new staff should be prepared to start their positions in a similar manner. When your hiring and onboarding process is consistent, employees can leverage one another’s …

Easier Time Tracking for HR Managers

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The business environment is more competitive than ever, and any organization that ignores complacency in the workplace is beckoning its own death. For that reason, every company should take HR time tracking seriously. In most cases, when employees waste time it’s the company that ends up paying for it. That’s why leading managers consider an investment in employee time tracking and management software vital. Basic employee time tracking software captures and stores the time employees spend on any given. This feature is especially important for workers who are paid hourly. Different programs have other additional features, such as …

Keep valuable employees without tying them to their desks

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The economy is still struggling. Many organizations are trying to decide if they need to cut the number of employees on the payroll, or if they should wait the situation out. Yet even in times of uncertainty, valuable, productive employees may be thinking about changing employers. Businesses that want to keep top talent must constantly work to retain their top talent. Forward-thinking employers keep their staff engaged, so that they can meet current and future needs, stay competitive, and respond quickly to changing market demands. Organizations that invest in their employees are able to maintain higher levels of employee engagement, …

An employer’s guide to keeping great workers: Taco Tuesday?

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There are plenty of things that influence corporate culture, but none is more important than keeping your employees. Culture lives in your team: if your team is constantly changing, your culture will too.   Too busy or too cheap to go out for lunch? Pull together some ingredients and have a taco buffet in the office!   Many businesses would like to work on their employee relations, but often management and HR feel like they’re so busy that there simply isn’t time. But building good employer-employee relationships doesn’t have to be difficult or time …

How to End the War Between Two Employees

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Did you know that many managers spend nearly half their time at work mediating employee conflict? Imagine the things you could do if you weren’t constantly playing referee to a couple of warring co-workers. Economic difficulties have only increased workplace turbulance, with employee conflict increasing by as much as 40% since 2008. Even if some people are stressed about their job security, your workplace should never be a war zone. It’s supposed to be a friendly place where people collaborate to create the best product they can, whether it’s service-related or material goods. Employees who constantly clash are major …

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