Work
I Was Told by My Junior His Expectations of Me As His Supervisor
Function as a “shield” for the “stakeholders” of the project.
Below, I will list the qualities necessary for a happy and productive team.
Function as a “shield” for the “stakeholders” of the project.
Before becoming a supervisor, one of my constant frustrations was that marketing or business analysts would try unnecessary functionality on projects or invite me to a million meetings where my opinion was completely unnecessary. They would delay me with my daily work.
On the other hand, when there were problems, I wouldn’t say I liked feeling “alone” when I justified it because there was a delay, and the stakeholders made me feel incompetent for not having solved a problem outside my control.
Show an honest interest in the team and its members.
A supervisor’s job is to ensure all your needs are met so you can produce your work without worry.
For example, establish 1:1 meetings every 2 weeks to find out how you are physically and emotionally, if there are frustrations with your project, if there has been a situation that has made you uncomfortable, or a problem that he can help you with, etc.
Your supervisor needs to show an honest interest in your personal and professional development and help you design a plan to achieve your professional goals.
Be fair and objective during difficult situations.
Naturally, when you spend a lot of time at a company, there will be times when you receive negative feedback. When this happens, the supervisor must remain objective during a difficult conversation.
Not just saying, “You’re doing things wrong” or “You’re not working hard enough,” but, again, showing an honest interest in finding out the causes of the lack of performance and putting a plan in place to solve it.
Be a resource for your team members.
Supervisors typically have more time working at a company than their team members or access to more internal resources than their team members. That is why a supervisor must be a resource and a facilitator for their team.
For example, suppose your team needs to develop an integration with an internal service that no one knows about. In that case, it is the supervisor who must find out or contact who the team responsible for the internal service is and make the necessary introductions so that the project is completed successfully.
If your team has human resources or company policy questions, your supervisor should be the first point of contact and help their team members navigate a company’s internal culture.
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