Top 10 Management Survival Skills For First Time Supervisor Analysis

In order to obtain an exceedingly effectual leadership position, there are many things that a first time supervisor should keep in mind. The video “Top 10 Management Survival Skills For First time Supervisor” specifically speaks about the different steps that should always be followed when it come to rewarding or punishing an employer for their actions. More so, the video specifically speaks about why these steps are important and how they are proven to be effective. The videos helps viewers keep in mind that although you are a leader in position to do or say anything to your employees, there is a respectfully professional way to do so; this helps managers not only solve an employee's behavior, it also help employees and their coworker to respect

When it comes to this step, I believe it is important that you consider the specific worker you are dealing with in order to decide the best possible way to go about your solution to the problem with that employee. Although it was not mentioned in the video, I believe it is extremely effective for a manager of any sort to know their employees. Whether it is how they react to a situation, how sensitive they might be or even if they are less outspoken, knowing an employee would be a helpful way to choose a suitable approach to that specific person. For example, if your employee that is always on time and always prepared to work starts showing up consistently late with no intentions of working, nonetheless, they are a known introvert, it is more likely that you may reach that person differently than an employee in the same situation but they are very outspoken. With that being said, the video suggest that you take no long than 48 hours to address the problem once it is presented in a clear, precise, and specific language. This ties in with the videos first suggestion: the employee would not be in the heat of the moment and would be more likely not contain the manager’s message; however, 48 hours gives the manager a good amount of time to address the problem without waiting too long in an appropriate manner consider the

This step most important part is to agree on what the solution would be. Therefore even if an employee does not agree on what them did or still denies their performance, it is okay. As long as both the managers and the employee agrees on what they will do to resolve the issue. As a manager, it is more effective for you to focus on what will the employee do form this point forward. Getting them to agree may sometimes be difficult. This is why it is effective to use the acknowledge and transition statement used before in step three. In addition, the manager should create an action plan for the employee to consider. This action plan will help them keep on track with what they should to prevent the issue form reoccurring. Lastly, the manager should not forget to explain the next step in the disciplinary action process. Referred to as the consequences of noncompliance explain what what happen if this behavior proceeds to continue is much so needed. As a manager, it is best that you repeat yourself more than one. This will assure you that that you have warned them for any further punishments in the same issue tends to occur again. More so, it assures the manager that they have emphasize their possible punishment, which makes it easy to hold them accountable for the future