New supervisors often land in their role because they were good at a previous job and management believes they can take on a new challenge. But the word “challenge” may not even begin to describe the learning curve supervisors face in their first months or years in the role. All too often, supervisors are sent to the shop floor without being given the training they need to do their job effectively. This compromises not only the supervisor’s success but, ultimately, the safety of the workers they’re charged with protecting.

Too Much, Too Fast

According to organizational consultant Michael Topf, many supervisors who are just starting out as supervisors have little idea how to lead, instruct and supervise workers effectively. Says Topf: “New supervisors are too often left to their own devices to figure out how to get people to do their work and how to carry out all the leadership responsibilities that a manager or supervisor is supposed to perform.”

Why aren’t supervisors getting the training they need? Topf suggests that lack of training is often a byproduct of organizational change, such as downsizing, upsizing and reorganization. Companies undergoing such change are under pressure to keep production flowing with minimal disruption, he explains. This in turn generates pressure to fill supervisory and leadership roles by promoting from within.

Although promotion is a positive, companies aren’t providing the training supervisors need to perform their new responsibilities. Smaller companies simply don’t have the internal training capacity necessary to provide this training in-house. But even at larger companies where the training infrastructure is in place, many new supervisors and managers aren’t getting the benefit of training. “Many state they were just thrust into the job, without the necessary training to prepare them for what they will experience given other priorities of their leadership,” says Topf.

4 Training Needs

Promotion without proper training can be a recipe for disaster. To ensure that new supervisors are equipped to handle their responsibilities, including protecting workers from hazards on the job, they need proper training. Topf recommends that before supervisors set foot on the shop floor, all companies, whether large or small, should require and provide sufficient training to orient supervisors to:

1. Procedures related to the job. Supervisors need to understand who does what, when it’s done, how it’s done and what happens next. With this information, the supervisor will not only be able to conduct proper training, but also anticipate and avoid potential problems in the production flow.

2. Technical aspects of the operation. New supervisors, of course, must know how to operate the machinery in their department. They also need to know the maintenance schedules, any breakdowns the machine is susceptible to and how to train new workers on the equipment.

3. Human resources policies. New supervisors must understand their roles and responsibilities for those they supervise. For example, is the new supervisor responsible for ensuring that workers provide a doctor’s note for extended sick time or is that handled by the human resources department? When are time sheets submitted and in what format? How are vacations scheduled? If the company has a procedures manual, make sure it is provided to a new supervisor, along with adequate time for review and questions.

4. OSHA or state/provincial health and safety regulations that need to be followed. A key element to your health and safety program is ensuring that all supervisors understand how health and safety regulations affect their departments. This includes ensuring that proper personal protective equipment is used and understanding that employees have the right to be informed of all potential hazards associated with their tasks.

This training should cover all supervisory positions relating to:

• Production
• Distribution
• Research
• Sales; and
• Administration.

Conclusion

Ideally, supervisors would be immersed in their new role gradually. But that’s unlikely. It’s also unlikely that every new supervisor will receive all the training they need. Next week, we’ll look at what supervisors can do when the employer isn’t helping and the learning curve has become an insurmountable cliff.

Story Tools:  E-mail this to a friend  Print This Post Top