Honing Supervisory Skills

Public

Ask a question from your peers to help you in your professional work. Seek different points of view on a topic that interests you. Start a thought-provoking conversation about a hot, current topic. Encourage your peers to join you in the discussion, and feel free to facilitate the discussion. As a community of educators, all members of the Career Ed Lounge are empowered to act as a discussion facilitator to help us all learn from each other.

Ashley Mathews

Delegating based on work style

How do you approach delegation when team members have different working styles?

Hend Elhady

Employee Appraisal

What is the first step of formal employee appraisal?

Vernon Alexander

Employee conflict

How have you dealt with employee conflict when your direct report(s) demonstrate lack of respect for your position?

Michele Schwien

SU106

Supervisors who know how to effectively delegate accomplish more.

Michele Schwien

SU105

Effective supervisors are responsible, authorative, and accountable.

Michele Schwien

SU102

Use good practices that exist for managing different types of people.

Randy Santly

Challenge Quiz 1

I'm really strugling with the correct answer for question #2, the correct answer is listed as "C.Your opinions about what other employees think of Fernando's performance."

Opinions and what other employees think should not be documented for an evaluation, An opinion may or may not be factual how can you prove an opinion? Also it seems very demeaning to be asking other employees what their opinion of their co-worker is and use it on an evluation. The evaluation should be based on facts and performance not on opinions. If anything the answer should have "documented opinions" or factual thoughts and opinions" in the answer...just my thoughts on the answer. Can anyone help change my thoughts on this answer?

Tammy Brockett

hiring

I think this program made some good points and will help me make better decisions in the future when it comes to hiring. What do you look for in a candidate and why?

Erica Castaneda

Delegating and ownership

Delegation of tasks will allow team members to take ownership over key responsibilities of their departments. This is also a great tool which can be used to develop stronger leaders within a team which in the long term will benefit the department.

Victor Benavides

Hiring

When is it appropriate for a non-HR employee to discuss salary?

Michael Rowden

reverse delegation

After delegating the task of CCST training to a subordinate due to personal hectic schedules and a heavy workload, the employee reverse delegated the task back to me because of the time limit set by the software and the already busy work schedule the employee had. I accepted the reverse delegation, rearranged my already busy schedule, and spent four hours online with the training modules because the TWC requirement is critical for our continued work.

Leigh Rowden

Skill level delegation

We are a small business with 4 employees.. a director, manager, bookkeeper, and receptionist. The receptionist and bookkeeper are required to assist in other areas as needed and they do a good job. Recently the bookkeeper asked for more responsibility. I obliged and discussed the new task she would be performing and gave an outline and discussed standards. She took the job happily. After the first task was completed and we were reviewing her work, I noticed many errors. The errors were in spelling, grammar, incorrect entries, and shortcuts were taken when it was specified not to do so. We discussed the errors and the employee was indignant and not readily accepting responsibility for her shortcomings. I allowed her to reflect and then met with her the next day. She was apologetic and said she would like to try again. She was then assigned a new task closely related to the last. She took it with a good attitude and even said, "I'm going to do it right this time." This task was completed and turned in. Upon review I found the same type of mistakes and errors. When discussing this the same type of behavior was displayed by the employee and she became agitated about her errors. She even argued that she was right. Delegating tasks to her has resulted in double work and more stress. The tasks assigned were entry level. If these tasks can't be completed correctly, there are no more that we can give her. Do you have advice on delegating to employees who are not willing to learn from their mistakes?

Katie Crabb