Basically, supervising involves overseeing the progress and productivity of employees, often by:

a) Mutually setting goals and objectives
b) Supporting conditions for their motivation
c) Observing performance and giving feedback and other forms of guidance
d) Conducting regular performance appraisals/reviews
e) Addressing performance problems
f) Ensuring sufficient rewards

Observing and Giving Feedback

Giving Constructive Feedback An OPL (One Point Lesson) on the 6 main ingredients for success in providing positive feedback that will guarantee to motivate.

Receiving Constructive Feedback An OPL (One Point Lesson) on the 7 main ingredients for success when receiving constructive feedback that will ensure positive results.

McGill and Beatty (in “Action learning: A practitioner’s guide”, London: Kogan Page, 1994, p. 159-163) provide useful suggestions about sharing effective feedback:

  1. Clarity — Be clear about what you want to say.
  2. Emphasize the positive — This isn’t being collusive in the person’s dilemma.
  3. Be specific — Avoid general comments and clarify pronouns such as “it,” “that,” etc.
  4. Focus on behavior rather than the person.
  5. Refer to behavior that can be changed.
  6. Be descriptive rather than evaluative.
  7. Own the feedback — Use ‘I’ statements.
  8. Generalizations — Notice “all,” “never,” “always,” etc., and ask to get more specificity — often these words are arbitrary limits on behavior.
  9. Be very careful with advice — People rarely struggle with an issue because of the lack of some specific piece of information; often, the best help is helping the person to come to a better understanding of their issue, how it developed, and how they can identify actions to address the issue more effectively.

Human Resources