Helping Supervisors Succeed Goes Beyond Basic Training
Q. Recently we created a production manager position, along with several crew leader positions to provide day-to-day supervision to front-line workers who were previously mostly on their own. The production manager is a new hire from the outside and the crew leaders, who report to the manager, were promoted from the crew. The crew leaders are struggling in their new positions and have asked for help. We’re willing to provide them with some training but we’re just not sure where to start. Got any ideas?
A. It’s to be expected that there will be a need for some training when you fill new leadership positions through advancing front-line staff. However, training is not the only answer for helping your crew leaders succeed. To provide the appropriate assistance so your crew leaders can achieve success, carefully assess their needs from a performance improvement perspective. Here are some questions to get you started.
Are crew leader roles and expectations clear to everyone? When creating new roles it’s imperative to explicitly communicate clearly defined job descriptions, including levels of authority and expectations, to everyone. And don’t forget the behavioral expectations that you have of the crew leaders and their reports now that those relationships have changed from peers, to supervisor and subordinate.
Are they getting the necessary support? As a new hire from the outside, the production manager is necessarily focused on learning the ropes of a new role and a new company. Until their manager can be fully available to support them, identify other go-to people who can address your crew leader’s needs and questions.
What are their specific training needs? Conduct a training needs assessment that includes questions about: past training in supervisory, communication, and leadership skills; what they think prevents them from performing their roles successfully; and a rating of training needs in areas such as: managing conflict, negotiation, coaching employees, problem-solving, dealing with change, effective communication, and computer skills.
What other resources are needed? Perhaps your crew leaders require additional equipment to better connect them to those they supervise or from whom they receive direction. Or they may need greater access to certain kinds of information or to particular people within the organization.
Appropriate training is a valuable strategy for helping employees succeed in new roles, but it’s only part of the solution. Taking steps to identify a broader scope of needs will lead to more comprehensive solutions that result in higher levels of performance and success.
