By Dr. Paul L. Gerhardt, PhD
www.paulgerhardt.com
One of the most-important factors in creating a workplace where both customers and employees love comes right down to the quality of the supervisor. Essentially speaking, supervision means monitoring. Supervisors are very often the “glue”, which keeps people on track and the organization competitive and viable. Supervisors are the ones who set goals and help employees do the work of the organization and helping each one know when performance can be improved.
According to management studies, generally new employees have a higher probability to leave their organization than long-timers. Supervisors should be aware that this may be because employees need ample time to settle into the new organization. It is natural for employees to compare past employment and the current one. Since there will obviously be differences between past and present, this may be the root cause of dissatisfaction in a new employee. Supervisors should be aware of the enhanced chances of losing new employees. To reduce resignations of new employees, a holistic approach to supervision may be considered: “Synergistic” staff supervision.
Synergistic supervision involves discussing exemplary performance, conversations of future career plans, and mentioning performance that has area for improvement. It also involves conversations of personal attitudes and informal appraisals. The supervisor must convey and clarify what the organization thinks about each employee and help explain what is expected. Paying close attention to doing these aforementioned conversations may also result in improved communication between the professional and the supervisor. The newly joined employee will most-likely have greater job satisfaction. Even more satisfaction may result especially when she is clearly told about possible career opportunities that may come her way; if she stays and grows with the company.
The initial job orientation and workplace socialization of a new employee is vitally-essential. It creates awareness about the procedures and policies of the organization. It also gives insight into the culture and customs important within the company.
Here is an example: A young management graduate joins the organization ‘X’ as Junior Executive. The employee is brilliant, and the company has plans to train him in all the aspects of managing operational facilities at a different location. So, without communicating this to the employee, they start giving him factory related work. Since the employee doesn't know what the company has planned for him, he manages the factory data, but secretly he starts looking out for another job, because he feels he is overqualified to handle factory data. Finally, within 2 months, he resigns. Here, both the employee and the company are at loss. The company lost a brilliant employee, and the employee lost a great opportunity.
Such miscommunication can be avoided with the help of synergistic supervision. When the communication is open between the supervisor and the new professional, it builds trust and confidence and creates greater supervisor-new employee relationships. Often new employees face teething troubles, which are directly related to not being accustomed to the culture and customs of the new organization. She may look forward to the supervisor for support when communication channels are open, and will not jump off to find another job opportunity.
Smart supervisors must realize that the success of each employee, is generally established in the earliest days of employment. The supervisor’s main focus should be to mentor the new employee. The supervisor should help the new employee find social support and reassurance from the organization. The new employee must see opportunities for growth and his/her value to the organization.
Recruiting and hiring employees is one of the greatest costs to every organization. Supervisors must also realize that training for each job involves costs too. The bottom line is that it is vitally-important to retain every employee for a longer duration. It truly is in the best interest of the organization. Thus, the role of a supervisor in helping new professionals to settle down in the job is absolutely crucial.
Copyright © 2011 by Dr. Paul L. Gerhardt. All right reserved.
