Way to go!

In our personal lives, we congratulate others to express joy in the success or good fortune of one another.  In business we should do the same for our colleagues and employees, especially after they have completed a project or task that we have delegated out to them; even more so when their hard work results in our success.  Congratulating your employees for a job well done will make your employees feel good about the work they did for you and hungry for more recognition resulting in satisfied and motivated employees.  What does this mean to you?  Production!  Every time you congratulate someone on a job well done, you are doing your job and driving production.  Here are a few Successful SUPERvisors techniques to recognize employees:

Personally:  Take the time for some face to face recognition by offering a hand shake, verbally recognize growth, congratulate on successes and thank employees for their hard work.  If you don’t have the time for a one on one, do it as you pass each other in the hall or next time you meet at the water cooler. 

Publically:  Let everyone in on your appreciation; in an environment where you are visible to the team, offer a high five, say good job, cheer your employee on, get loud – this stuff only takes seconds of your time.

Technically:  Email a thank you note (option to include upper management), leave a voicemail, hang a flyer, blurb about it in the company newsletter, post it on the company website, post a recommendation on linked-in…

Take Action:    Congratulate
Keep On: 

Follow Up
Delegate
Supercharge Employees
Interval Train
Encourage employees to start at the finish line
Setting the Pace.  Establish a speed and standard for production
Talking:  Communicate at all times; your job is to remind your team what they are working towards
Looking back at what you’ve done; evaluate your progress.
Being Proactive rather than reactive
Communicating the vision, state direction, involve and challenge the team to go for it!   
Acting out and aligning your values with your company values and those of your employees.   Walk the talk.
Delivering the VIP Treatment
Being the Expert Extraordinaire
Giving and continue to establish a good reputation
Copycatting the Successful SUPERvisors of your past
Telling yourself that you’re a Super SUPERvisor!
Believing; remember, you’ve made the conscious decision to lead.  

Don’t Forget to Follow Up

Out of sight, out of mind, right? Just because you’ve delegated the task to someone else, doesn’t mean you can completely forget about it.  Since you are the person ultimately responsible for the success or failure of the project, it’s important that you watch over the project and provide motivation, support and encouragement.  Following up creates accountability, therefore making yourself available in the following ways to ensures that the work will get done:

• Coach – A Successful Supervisor  trains, guides and motivates his/her team to perform
• Player – A Successful Supervisor takes part  in the game 
• Cheerleader – A Successful Supervisor enthusiastically encourages his/her team to perform and applauds them on the work completed

Go! Follow Up.

Take Action:    Follow Up

Keep On: 

Delegate
Supercharge Employees

Interval Train

 Encourage employees to start at the finish line
Setting the Pace.  Establish a speed and standard for production

Talking:  Communicate at all times; your job is to remind your team what they are working towards

Looking back at what you’ve done; evaluate your progress.

Being Proactive rather than reactive

Communicating the vision, state direction, involve and challenge the team to go for it!   

Acting out and aligning your values with your company values and those of your employees.   Walk the talk.

Delivering the VIP Treatment

Being the Expert Extraordinaire

Giving and continue to establish a good reputation

Copycatting the Successful SUPERvisors of your past

Telling yourself that you’re a Super SUPERvisor!
Believing; remember, you’ve made the conscious decision to lead.  

Too Much To Do & Not Enough Time To Get It Done; When to Delegate

Do you often find yourself with little time to supervise employees and production due to a long list of tasks that need to be completed “yesterday”?  If so, you’re not alone; one of the most common aches & pains supervisors share is having “too much to do and not enough time in the work day to get it done”.  So, what do you do, leave before the work gets done or stay late and get it done?  Neither.  A successful supervisor looks at what needs to be done, delegates the list of tasks and supervises the work to ensure it gets done.  In fact a common trait Successful Supervisors share is knowing what and when to delegate and what and when to do it themselves.  Most determine their work load by asking themselves the following questions:

1.     Is this an acceptable task to delegate (one that is not mandatory I complete on my own)

2.     Who (besides me) on my team can get the job done?

3.     Am I committed to supporting and supervising the team member I assign to the task?

Answering yes to these three questions before making the decision to delegate is crucial!  You must acknowledge that the task does not have to be completed by you, recognize someone on your team with the skills and capabilities of completing the task and commit to taking full responsibility of the team member’s work through your support and supervision commitment.  Remember, delegating a task does not take your responsibility away from it. 

Answering no to the questions listed above means that assigning the task would violate policy and/or jeopardize your position within the company, there is absolutely no other member on your team with the skills and capabilities needed to complete the task and that you are not committed to fulfilling your job as a supervisor by overseeing and supporting your team member to complete the assignment. 

You’ll find that the more you delegate the more fulfilled your employees become, especially when you begin to task them with more important projects.  As the tasks you delegate are accomplished, you’ll begin to trust your employees more and allow them to grow as they take full ownership of their delegated responsibilities.  Delegating is a win, win situation for all!

Take Action:    Delegate

Keep On: 

Supercharge Employees

Interval Train

 Encourage employees to start at the finish line
Setting the Pace.  Establish a speed and standard for production

Talking:  Communicate at all times; your job is to remind your team what they are working towards

Looking back at what you’ve done; evaluate your progress.

Being Proactive rather than reactive

Communicating the vision, state direction, involve and challenge the team to go for it!   

Acting out and aligning your values with your company values and those of your employees.   Walk the talk.

Delivering the VIP Treatment

Being the Expert Extraordinaire

Giving and continue to establish a good reputation

Copycatting the Successful SUPERvisors of your past

Telling yourself that you’re a Super SUPERvisor!
Believing; remember, you’ve made the conscious decision to lead.