How to supervise staff

I believe the title manager is misleading those appointed to the role of manager; into believing their primary function is to manage or supervise staff/people under them. By extension, it is then interpreted to mean control. This stifles staff, inhibits innovation as well as lowering motivation. Once all staff are under control doing things according to your procedures; you are effectively are operating with just one brain, where as you could have been working with multiple brains.

Managers need to lose “I’ and ‘me’ and replace them with ‘we’ and ‘us’.
Managers need to lead staff rather than supervise staff. Good managers draw out the best from each and every staff member. It’s vital managers acknowledge staff contributions. Most importantly, managers need to make decisions arising from the multiple inputs from staff and dismiss those staff who don’t contribute. It’s tempting to think the title’ team leader’ would be better, but that title has been polluted by misuse by ‘managers’ who use the team leader title instead of a pay rise and confine the title to use in the lowest ranks only.

Leading a team should be a source of great pride and hard work. Paying attention to what each member can add to achieve the team’s goals, moving people into roles that suit their skills. Understanding what skills are needed by your staff is often the first step. Our Training Needs Analysis manual describes how to do this in detail.

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Coming Labor Shortage

By the year 2030 almost all western countries of the world will experience labor shortages. Seems hard to believe doesn’t it. Simply because of already existing workforce demographics that can’t be changed, in other words a mis-match of skills. Worse still, skilled labor will be the most affected. In just 15 years business will experience both a shortage of skilled staff and/or a mis-match of skills.
Can technology bridge the gap? Probably not. The automotive industry is one of the world’s most automated, yet their labor force has not seen much reduction. The technology seems to just generate new, previously unheard of jobs.

So what to do? Start workforce planning now plus institute training programs to realign staff skills. Once this crisis starts happening workforce planning will be more important than financial planning to the survival of your business. Workforce demographics show businesses will start to feel the pinch in just five years – 2020. Start learning how to train staff now. Learn how to assess training needs now. If you don’t get ahead of the game you may not remain in the game.