Keep-in-Touch Supervision

June 09, 2005

When people are first hired into your department you learn alot about them - their skills, background, level of understanding, career aspirations, and so on.

But then, as the person settles into the job the nature of your relationship often changes. You fall into a routine. Conversations tend to be shorter and focused on specific work related matters.

Rarely do you return to those "big questions" about their goals, aspirations, and their perceptions of the job and the company. As a result, it's easy to lose touch, even with your best employees whom you see every day.

The only real way to stay in touch is to take some time occasionally with each of your employees to discuss their personal situation. Schedule some time - about 30 minutes or so - just to talk. Try to pick a time when things are a little slower than usual so you won't feel pressured. You might even choose to meet over lunch.

Following are a few sample questions that can help provide for a meaningful conversation.

You may find that some of these questions are already covered in the employee's annual performance review meeting. Even so, it's still important to hold a separate meeting to ask these questions again. You might find employees to be more open and forthcoming when they don't feel as though they are being evaluated based on their responses.

• What do you like most about working for (your organization)?
• Do you see a good future for yourself in the company?
• Do you feel you're an important part of the organization?
• Do you feel management appreciates the work you do?
• Compared with other places you've worked, how does this company compare?
• Do you feel you're well-paid for the work you do?
• How do you think we could better serve our customers?
• What do you enjoy most about your job?
• Do you feel you're doing a good job right now?
• If not, why not?
• Do you feel your job responsibilities are clearly defined?
• Do you feel you understand what's expected from you?
• How do you feel about your current workload? Too heavy, too light, or about right?
• What frustrations are you experiencing in your job right now?
• How could things be improved?
• Do you feel your talents are being put to good use right now?
• What do you need from me to do your job well?
• Where would you like to be two years from now?
• If you were to ever think about leaving the organization, what would cause you to do it?

Having a discussion like this with your employees helps improve their satisfaction with you, the job, and the company. It sends a message that you care about them.

Furthermore, the information you accumulate during these conversations helps you make decisions, head off potential problems, and may yield new ideas that you can pass along to upper management.

Investing some time now to keep in touch with your employees can pay you tremendous dividends later on.

Best regards,

Stephen Foster, Ph.D
Expert Supervisor, LLC
1493 Market Street
Tallahassee, FL 32312
(850) 893-5699

E-mail me at: Steve.Foster@ExpertSupervisor.com