Supervisor Training Is Vital to Maintain Employee Performance

At The Corporate Learning Institute, we know that supervisors need regular training and development.

It is easy to forget about the importance of giving energy and skills back to supervisors in times when we are all tightening our belt. Our supervisors are often emerging from front-line roles to perform for the first time as leaders among their peers without supervisory training. How can we give them the skills and resources they will need, despite our need to contain training costs? One answer is to check in with each supervisor to simply ask how he or she is doing. Finding out if a supervisor needs supervisory training is critical. Asking how things are going is an open-ended question, and can yield a lot of information. The second step in this low-key process is to help the supervisor prioritize needs. Making a checklist is a great way to look at needs and force them into a most-to least important checklist. The third step is to determine if any of the items on the checklist require supervisory training. Supervisory training is available on line in learning platforms, in classrooms through open enrollment programs, and through custom-developed in-house training programs.

What does an effective supervisor-training program involve? The most important consideration is to ensure that a supervisor’s needs are specifically identified, and that these training needs are addressed in the training. It is equally important to consider a supervisor is learning style, so that an optimal learning experience is possible. For example, a hands-on leaner might be better served in a workshop format, whereas a contemplative learner might be better served in an on-line readable learning format. Regardless of the supervisory training chosen, one additional step must be considered. It is critical to transfer learning back to the workplace for the supervisor to do this, there are two conditions, which must be met: There must be an action plan that the supervisor training includes, and the supervisor must be able to apply learning and work with others to surface learning setbacks and gains.

The ideal supervisory training program must fit three criteria: It should fit the supervisor’s direct needs, it must be responsive to the supervisor’s learning style, and it must have the ability to allow the supervisor to apply learning back to work. Taking the time to be thoughtful about these key points will allow your organization to save time and money, and to provide the best supervisory training when and where it is needed.

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