Working as a supervisor may be rewarding in terms of pay but it also comes with a lot more responsibility. You must figure out how to interact with your team to achieve your goals. If you want to become a successful and effective supervisor to your employees, you should definitely study the attributes of a strong supervisor. But at the same time you should also get an idea of the weak qualities of a supervisor to avoid taking on those attributes.
No Work Ethic
It is reasonable to expect a certain amount of work ethic from each of your employees. But if you do not display the same or better work ethic, your workers see that is a weakness. This can create problems down the line. In short, you cannot expect employees to work hard if you do not. You must lead by example — if you want a productive and hard working team you must go the extra mile and demonstrate what you want to see from each employee.
Ignore Employee Concerns and Ideas
Another weakness of a supervisor is inattention to employee concerns. Employees often have to deal with issues related to the work process and environment such as co-workers, software limitations and inefficiencies in the production or servicing of the companies offerings. As a supervisor it is your responsibility to seek ongoing feedback from workers, listen to their concerns and resolve them to the best of your ability.
A supervisor who does not follow a carefully conceived plan is more susceptible to problems with inefficiency among the ranks. A supervisor should have an overall plan for meeting production goals and she must also guide individual project plans. The first step of planning is to set goals for the department and then come up with a process for achieving them. Take time out of every week to establish, manage and make adjustments to your plans for employees to follow.
Another weak attribute is a supervisor who is afraid or simply not equipped to give his workers honest, productive and constructive feedback at review time. An employee performance review is a chance for you to talk to your workers in a one-on-one meeting to address issues that need to be resolved. Do not be afraid to say what needs to be said even if the employee is not performing up to par, but say it in a constructive and supportive manner to ensure the worker that you want her to improve and succeed.