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How Supervisor Training Impacts Your Workplace Culture
Nov 22, 2021 - AEU LEAD

Workplace culture is shaped by various components, but supervisors and managers either encourage or discourage a strong workplace culture. Merriam-Webster defines culture as “the set of shared attitudes, values, goals, and practices that characterizes an institution or organization.”

 

Can Supervisors Strengthen Workplace Culture?

Supervisors absolutely impact workplace culture. Their direct influence through leadership, delegation, and communication can make or break how employees view an organization. As a supervisor, the actions you take and the words you use can impact the workplace culture. You should set a good example for employees. For example, if a supervisor can use clear and transparent communication, you are promoting frequent feedback and collaboration. As a manager, if you can communicate effectively with your team, you are then able to convey the company's culture and values more clearly. 

The way a supervisor manages should be shaped by the company culture and values. For instance, if your company promotes a healthy, positive work-life balance, then as a supervisor you need to show that through your actions. Your team should be looking at you as a positive role model and someone they would want to emulate. In a positive work-life balance example, a supervisor should work reasonable hours and collaborate with others in the company. 

Below are six best practices that a supervisor can use to start strengthening the workplace culture. 

 

Best Practices for Strengthening Workplace Culture

 

1. Consider more than skillsets when hiring

Recruitment should involve more than just skills. One’s personality and ability to work well with others as well as one’s work ethic should also be considered.

 

2. Conduct onboarding that goes beyond technical training

From the onset of an employee’s hiring, each employee should clearly understand the company values, missions, and goals. 

 

3. Implement recognition programs

When you recognize employees for a job well done or for going above and beyond, you motivate them to do more... to work harder.

 

4. Get to know your employees

Talk to your employees. Ask questions about their personal life. Get to know your employees on a deeper level; show care and compassion. 

 

5. Encourage collaboration

Ensure that your employees have a means of collaborating and working together. Create an environment that fosters collaboration and teamwork. It’s important that employees feel comfortable sharing their ideas and voicing their concerns.

 

6. Provide ongoing feedback

Check-in at various times during the year to see what the employees are thinking. Is there anything that can be improved upon? Ask for suggestions.

 

Remember your employees all come from different backgrounds. They have been brought up with different belief systems and values. It’s your job as a supervisor to find a way to match up employees with similar skills and personalities for a harmonious workplace and increased productivity—all for the good of the business. Lead by example!  As a supervisor, if you act in a way that's in sync with the company's values and beliefs, then employees will also act in harmony with those values and beliefs. 

 

Master Supervisor Training With AEU LEAD

Our mission at AEU LEAD is to enable transformation. For those wanting to transform through the development of soft skills for supervisors and managers, we’re here to help. AEU LEAD strengthens organizations and empowers managers with leadership and safety training tailored to your business. Explore our services or talk with our team to learn more.

 
The opinions and comments expressed in this article are those of the authors and do not reflect the opinion of ALMA, The American Equity Underwriters, Inc., AEU LEAD or Amwins. None of the aforementioned parties or the authors are responsible for any inaccuracy of content or for any loss or damages incurred by any party as a result of reliance on information contained in this article. Content may not be published or reproduced without the written consent of the authors. Prior articles may not be updated for accuracy as pertinent information changes over time. The AEU LEAD blog is intended to provide general information and should not be construed as legal advice.
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