Supervisor Training for Improved ROI

Workers Promoted to Leadership Can Make or Break Firms

Oct 12, 2009

Supervisor training is too often a low priority for companies, despite mistakes and even more serious consequences that could easily be avoided at that level.

Statistically speaking, most companies are less than satisfied with the performance of their frontline supervisors and job foremen. According to research conducted by the University of Wisconsin, mid- and top-level managers rate their supervisors as being only 50-65% effective, and lacking:

The first item is a communication problem, not a training issue. The second can be improved as part of a natural progression after supervisors receive proper training. The third is clearly a training issue.

Don't Assume- Train

The problem stems in large part from assumptions made by managers that supervisors "should know" because they have experience as workers. The skills developed through hands-on practice certainly do apply to the task of supervising others who perform the same duties. But those skills alone only qualify someone to be a trainer or quality assurance inspector. Supervising employees is an entirely different skill set.

There are many reasons for investing in adequate supervisor training, the most obvious being that a well-trained supervisor with the proper attitude will enhance a company's profitability. Efficient workers equal better profits, and require the skilled guidance of a good supervisor to maintain higher standards.

But arguably even more important is the fact that an untrained supervisor can create huge liabilities. For example, if the supervisor inadvertently crosses the line with an inappropriate joke or comment to other employees, it could quickly ignite a lawsuit. At its most basic level, supervisor training must include a thorough familiarization with federal and state anti-discrimination, sexual harassment, labor, and other fundamental employment laws and regulations that directly apply to the supervisor's fiduciary responsibilities.

Supervisors Need Extra Support- Especially at First

Most employees view their supervisor as the embodiment of the company. They take their cues from the supervisor, who by his or her behavior has a huge influence on the morale, job performance, and retention of hard-to-find workers.

Another reason to properly train supervisors is to help them make the transition to their new position of authority. It's good business to promote from within. It costs less, there's no time-lag due to having to learn how the company does things, and it motivates other employees to work hard for their own promotions.

But the newly-promoted supervisor faces several challenges. Among them: how to interact with former co-workers who are now subordinates; how to deal with hard feelings from former peers who didn't get the promotion; and how, exactly, to actually go about the task of being an effective supervisor. When they don't receive adequate orientation to their new roles, supervisors are prone to making several common- and often costly- mistakes.

A Wise Investment

Supervisor training can provide the skill, competence, and knowledge to avoid these errors. Formal training is also a vital first step in their development as effective frontline supervisors. The investment in training supervisors also benefits companies with enhanced productivity, higher quality, lower costs, improved morale, and greater ROI.

The copyright of the article Supervisor Training for Improved ROI in Human Resources Management is owned by Michael Riley. Permission to republish Supervisor Training for Improved ROI in print or online must be granted by the author in writing.