A development approach of supervision. Hope it could be helpful all the people.

1. Prepared By:
Md.Badruzzaman
Email- ronnierahman.khl@outlook.com

4. A development process designed to support and enhance an
individual’s acquisition of the motivation, autonomy, self-awareness,
and skills necessary to effectively accomplish the job at hand.

5. An effective supervisory relationship requires that the supervisor not only be a
content expert, but that they also accept the enormous responsibility of
mentorship. Unfortunately, as suggested below poor supervision has an
enormous impact and cost for both the individual employee, as well as the
organization as a whole.

6.  89% of managers believe employees leave for more money, while 88% of employees actually leave
for reasons having to do with the job, the culture, the manager or the work environment.
 43% of workers report that they do not feel valued by their employers
 71% of workers in the United States rate themselves as either “Not Engaged” or “Actively
Disengaged.”
 70% of the reasons employees leave their jobs are related to factors that are controllable by the
direct supervisor.
 66% of workers do not identify with or feel motivated to drive their employer’s business goals and
objectives.
 Only 12% of employees leave for compensation issues
 The #1 reason employees leave jobs is a poor relationship with their immediate supervisor

7.  89% of managers believe employees leave for more money, while 88% of employees actually
leave for reasons having to do with the job, the culture, the manager or the work environment.
89%
88%

8.  43% of workers report that they do not feel valued by their employers

9.  71% of workers in the United States rate themselves as either “Not Engaged” or “Actively Disengaged.”

10.  70% of the reasons employees leave their jobs are related to factors that are
controllable by the direct supervisor.

11.  66% of workers do not identify with or feel motivated to drive their employer’s business
goals and objectives.
What's
Wrong Here
?

12.  Only 12% of employees leave for compensation issues

14. Support Growth
Unite With Your Team
Praise Others
Expect Excellence
Require Accountability
Verify Potential
Instill Independence
Share Continuously
Optimize Ownership
Reinforce Relationships
S
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15. Support GrowthS

16. Support Growth
Professional Development Plans Strength Based Performance Appraisal Systems

17. Unite With Your Team

18. Unite With Your Team
Open door policy Regular one-on-one supervisory meetings

19. Praise Others

20. Praise Others
Formal recognition systems Informal compliments - Catching them doing things right

21. Expect Excellence

22. Expect Excellence
Clear position descriptions Regular feedback sessions with staff

23. Require Accountability
Creating a culture where staff hold each other
accountable
Creating a culture where staff hold themselves
accountable

24. Verify Potential

25. Verify Potential
Providing staff opportunities to succeed Having high expectations for employees

26. Instill Independence
Appropriate delegation Encouraging risk taking

27. Share Continuously

28. Share Continuously
Active listening Being transparent

29. Optimize Ownership

30. Optimize Ownership
Participatory strategic planning sessions Encouraging risk taking

31. Reinforce Relationships
• Getting to know what motivates individual employees
• Creating opportunities for staff to share personal/family accomplishments

32. Thanks for your kind
concentration.