As a senior manager, you know that your frontline supervisors are the backbone of your organization. They are the ones who oversee the daily operations of your business, manage the performance and development of your employees, and ensure the quality and satisfaction of your customers.
But do you also know that your frontline supervisors are the key to unlocking your organization’s full potential? By investing in their leadership skills development, you can empower them to become CareFull Supervisors who can drive your organization’s growth, innovation, and success.
What is a CareFull Supervisor?
CareFull Supervision is a new approach to leadership and management based on the premise that people are the most valuable asset of any organization and that by caring for their well-being, happiness, and fulfillment, you also care for your organization's future.
A CareFull Supervisor practices empathy, compassion, and kindness in their leadership style. They listen, communicate, and connect with their team on a personal level. They support, empower, and inspire their employees to grow and succeed. They are not just bosses, but leaders who care.
How can CareFull Supervision benefit your organization?
CareFull Supervision can benefit your organization in many ways, such as:
- It improves employee engagement and retention. According to a Gallup study, only 13% of employees worldwide are engaged at work, and the main reason for their disengagement is their relationship with their immediate supervisor1. On the other hand, employees who feel cared for by their supervisors are more likely to be loyal, committed, and motivated to perform well. They are also less likely to leave the organization or look for other opportunities elsewhere2.
- It enhances employee performance and productivity. Employees who receive regular feedback, recognition, and coaching from their supervisors are more likely to improve their skills, knowledge, and abilities. They are also more likely to take initiative, solve problems, and innovate in their work. A Harvard Business Review article found that the most productive employees are those who have both high ability and high engagement, and that the best way to increase engagement is to provide employees with support and care from their supervisors3.
- It fosters employee development and growth. Employees who are given opportunities, challenges, and resources to learn and grow by their supervisors are more likely to achieve their personal and professional goals. They are also more likely to become future leaders and supervisors themselves, creating a pipeline of talent for your organization. A McKinsey report found that organizations that invest in leadership development at all levels outperform their peers by 15% on average4.
- It creates a positive work environment and culture. Employees who work in a supportive, respectful, and collaborative team led by a CareFull Supervisor are more likely to enjoy their work and have a sense of belonging. They are also more likely to share their ideas, opinions, and feedback with their peers and supervisors, creating a culture of trust, openness, and innovation. A Deloitte study found that organizations with a positive and caring culture have 40% lower turnover, 12% higher customer satisfaction, and 20% higher profitability.
How can you implement CareFull Supervision in your organization?
Implementing CareFull Supervision in your organization is not difficult, but it does require some intentional effort and commitment from you and your senior management team. Here are some steps you can take to make it happen:
- Use the CareFull Model. The CareFull Model is a framework that outlines the four essential elements of CareFull Supervision: Care, Communicate, Connect, and Coach. By following this model, you can ensure that your frontline supervisors are providing your employees with the care they need and deserve.
- Read The CareFull Supervisor book. The CareFull Supervisor book is a comprehensive guide that explains the concept, benefits, and practice of CareFull Supervision in detail. It also provides you with real-life examples, stories, and exercises to help you apply the CareFull Model in your own work.
- (Coming soon) Join The CareFull Supervisor community. The CareFull Supervisor community is a network of like-minded supervisors who share their experiences, insights, and questions about CareFull Supervision. It is also a place where you can find support, encouragement, and inspiration from other CareFull Supervisors. (Launching 2024)
- Provide training and coaching for your frontline supervisors through PeopleWork Supervisor training. The best way to develop the leadership skills of your frontline supervisors is to provide them with training and coaching that are tailored to their needs and challenges. You can use the CareFull Model as a basis for designing and delivering effective training and coaching programs for your frontline supervisors. You can also leverage the resources and tools available from The CareFull Supervisor book.
Conclusion
CareFull Supervision is a new approach to leadership and management that can boost your organization’s performance by caring for your employees as people, not just as workers. By investing in the leadership skills development of your frontline supervisors, you can empower them to become CareFull Supervisors who can drive your organization’s growth, innovation, and success.
If you want to learn more about helping yours to become CareFull Supervisors, you can visit our supervisor training page or buy the book today. And soon, you will be able to join a private online community and connect with other CareFull Supervisors around the world.
References
1: Gallup, “Employee Engagement: The Crucial Role of the Supervisor”, 2014, link.
2: BetterUp, “The Value of Belonging at Work: How Employee Belonging Drives Performance and Well-being”, 2019, link.
3: Ryan Fuller, “A Primer on Measuring Employee Engagement”, Harvard Business Review, 2017, link.
4: Claudio Feser, Michael Rennie, and Nicolai Chen Nielson, “Developing Leadership Capabilities”, McKinsey, 2013, link.
5: John Hagel III, John Seely Brown, Tamara Samoylova, and Michael Lui, “Workplace Culture and the Alternative Workforce”, Deloitte, 2017, link.