Summary
Supervision is an essential part of successful management and leadership, even though it is often misunderstood. The whole concept of supervising is not limited by productivity control of specific categories of workers, but it is responsible for general organizational progress. It is a cornerstone of companies’ improvement and meeting the set goals. However, it is not always easy to manage people’s work because of the diversity of personalities and attitudes of employees in their workspace. There are always chances that difficulties with certain workers will arise. However, it is crucial for supervisors and managers to understand their role in team building and conflict resolution.
Conflict resolution is a skill that does not appear naturally in everyone. Most of the time, it needs to be trained and tested on actual occasions to reach the right level. However, every manager and supervisor need to be ready for such situations. It is stated that “difficult employees make up only ten percent of a department or team, but they occupy ninety percent of the manager’s time” (Managing difficult employees, 2015).
Supervisory Competencies That Are Important When Dealing with Problem Employees
One of the main competencies every supervisor should have to resolve conflicts better is mentorship. Supervision is not only about quality control but also about helping workers to develop their careers. Many workers crave advice and do not know whom to contact about their questions. It is crucial to have an amiable atmosphere in the workplace. Supervisors should also be positive, adaptive, and willing to learn. Every headman needs to understand that “there are no simple solutions when managing difficult employees” (Managing difficult employees, 2015). At the same time, managers must react fast to solve those cases because every team member needs to be supervised.
The Core Competencies of a Supervisor
Every manager should be great in decision-making, especially in stressful situations. Critical thinking is indispensable for quick and clever solutions based on the well-being of the company and the people they manage at work. An example of such an attitude would be the task set by higher management. It is up to the supervisor to choose to search for a solution immediately or to take a step back and analyze the task.
The Ultimate Value of Supervision
The ultimate value of supervision is the skill of communication. Employees need to feel appreciation and respect to be able to share their feelings honestly. A simple face-to-face meeting is the perfect example of proper communication with subordinates. This value is not much of a skill as it is years of work to get to know the subordinates and understand each other.
Supervision Assistance for Employees Dealing with Stress and Trauma Exposure
Based upon information gathered from the additional readings provided on secondary trauma, the question arises of how supervision can assist employees in their levels of stress and trauma exposure. Thus, besides various character traits that can complicate the working process, companies can hire trauma survivors. This feature of cooperation can either be difficult or worth the effort. To eliminate the chances of secondary traumatic stress, there are strategies that help to mitigate their work. The causes of secondary traumatic stress could be terrorist attacks, war experiences, tortures, car accidents, physical or sexual assault, or some type of abuse. These people need to be a part of a team and feel included in the working process. It is essential to provide “evidence that their work is significant and helpful” (A trauma-informed workforce, 2016). The workload needs to be well balanced between successful and complex projects. Supervisors need to be informed and educated about how people with trauma should be treated and monitor their work to exclude the stress situations as long as possible. Using these techniques and principles, managers can assist employees with their stress and trauma exposure levels.
To conclude, supervision is a significant part of organizational functioning, especially conflict resolution. Prolonged conflicts at the workplace can cause misunderstanding within the team and a decline in productivity. It is crucial for companies to monitor their employees’ condition using supervisor positions. Different people can and should be irreplaceable elements of companies’ success. However, this goal can only be achieved with the right people as supervisors and managers.
References
Managing difficult employees: Problems and solutions. (2015). Profiles International. Web.
A trauma-informed workforce: An introduction to workforce wellness. (2016). Trauma Informed Oregon. Web.