As a career coach at the University of Connecticut, I spend hours engaging with students about their professional development and career goals—from graduate school to internships and full-time employment. In each of these experiences, my colleagues and I challenge students to think about what they might be seeking in a workplace, corporate culture, and supervisor. Having both a strong and less-than-ideal supervisory experience can be great—as each can teach us valuable lessons on how to engage in the future and navigate complex situations when tables turn.
That said, while it is imperative to think about what to seek in supervision and leadership when starting out, what happens when we become the supervisors ourselves? How do we know we are doing solid work and supervising to the best of our abilities?
Here are five questions to ask ourselves to assess how things might be going:
- Do you encourage members of your team on a regular basis? When a member of your team does a great job, goes above and beyond, or serves as a tremendous representative of your organization, do they know that you appreciate their efforts? Part of being a strong supervisor is genuinely sharing with your team that you believe in their professional abilities. This can be done through verbal encouragement (i.e., authentic compliments about their work), being strategic with feedback, and allowing individuals to showcase their creativity and share new ideas.
- Are you offering enough support, flexibility, and guidance to your team? The important message here: do members of your team feel seen and heard? When making decisions, for example, allow enough transparency that trust becomes the expectation and the norm. Display consistency, but also equity; for example, say an individual you supervise needs to come into work 30 minutes later than usual a few days per week due to a change in family status. Accommodating a small request such as this one can help you show value and appreciation—and show other members of your team that you see everyone was complete, holistic individuals. At a time when budgets are tight and teams are often challenged to do more with less, allowing for flexibility can be a great way to invest in individuals in a feasible manner.
- On the flip side, are you engaging in a micromanaging-style of communication? We have all had those experiences wherein we do not feel trusted as professionals—while perhaps a new member of your team might benefit from an increase in guidance, others might take micromanagement as a sign that they are not capable or trustworthy. Allow those you supervise the space to try new ideas and initiatives, while knowing that they can turn to you at any time for support and direction.
- How is feedback treated? Bonus question: do you solicit feedback from your team? Strive to create relationships with your team that encourage open dialogue. Do members of your team turn to you for feedback on new strategies and initiatives? If not, perhaps begin facilitating conversations around such topics, and build in strategic space for both positive and constructive advice. At the same time, consider reaching out to your team for their thoughts—allow them to share what is working for them, and what supervisory style they resonate with best. You will likely find that a communication style or feedback method that works well for one individual may not be as beneficial for another.
- Would you enjoy working for yourself? Think about past supervisors and leaders you have worked for—both positive experiences and those we may classify as "negative." What was strong about a former leader, and what needed some additional development? Whose style do you mimic and, even more importantly, whose style do you admire? How can you build more of the positive into your daily interactions with your team?
Being a strong supervisor is about leading and lifting up those around you. When your team seeks your guidance, practices effective self-care, and views themselves as part of a larger, positive culture, you know you’re doing good work as a supervisor. But, sometimes this is easier said than done. How have you developed strong supervisory skills? What questions do you ask yourself to assess how your team is doing? Consider sharing with the group via the comments—we’d love to hear from you!