When Your Supervisor Doesn’t Meet Your Needs

When Your Supervisor Doesn’t Meet Your Needs
by Karen L. Wisotzkey

In many companies, large and small, employees are promoted to supervisory positions as a reward for their efforts, commitment, and superior performance. Unfortunately, for the direct-reports sometimes that promotion puts someone in the role of a supervisor whom may not be cut out for supervisory responsibilities. Not that they didn’t deserve the promotion, but there may have been a more suitable position for their competencies or maybe they just need some coaching and training to develop a new set of skills required to be an effective supervisor. Like it or not, as the hierarchy goes, the position of supervisor is a common rung on the ladder of success, and those employees under the command of such authorities must find a means to pursue their own success in spite of it. Following are a few suggestions for succeeding under the not-so-ideal supervisor:

Leadership - When your supervisor doesn’t have the leadership skills required to move things forward employees may need to formulate ways to help move plans forward. Making suggestions for team-oriented approaches to projects is one way to accomplish this. Teams normally require a leader, sometimes elected by the team, other times appointed by the supervisor. In either case, it is likely that the team leader will possess the skills to push the project into action, or at least this person may be in a good position to influence the boss. The other alternative is to take the initiative yourself to accomplish certain tasks, resolve problems, or make suggestions. But be careful not to step on any toes!

Keeping Track - Many times it may seem that a supervisor isn’t keeping track of all the effort the staff puts forth. This may not be obvious until review time rolls around and you feel slighted when the raise you receive seems far too little compensation for all you have accomplished. Even the most qualified supervisors can become so consumed by their own projects that they simply don’t have time to monitor every activity their subordinates perform. The best remedy is to simply be prepared. It may seem like an administrative nightmare, but documenting your own activities prevents your accomplishments from being overlooked. Even if you aren’t required to do so formulating your own monthly activity report (and slipping a copy in your supervisor’s IN bin) can only benefit both of you in the long run.

Direction - Again, supervisors often become the conductors of project after project leaving little or no time for them to guide their subordinates in a progressive direction. Employees can be left wondering what it is that they are expected to do next. Maybe they have assigned another project without the least bit of instruction. This situation can be very frustrating as individuals hang in a space of Limbo. "Waits for instructions" is not such a favorable comment in today’s world while "works independently" is a key strength to possess. Besides, look how much could be done if only everyone wasn’t so busy waiting! There are times when you will need to nail your supervisor down for a one-on-one meeting just to let them know you need a little guidance. Ask for the expectations and don’t be afraid to share some of your own. Use caution not to sound too dependent, though. The best approach is to take the initiative to have a few suggestions ready and allow your supervisor to give you the green light or to offer alternatives.

Recognition - Everyone seems to need positive reinforcement to keep motivated to strive for excellence. If your supervisor isn’t likely to give you the necessary pat on the back it is important to build your own support system. By creating team-oriented projects your peers may be more likely to notice your accomplishments. In the event that you’re working with assertive peers, they may even bring it to the attention of your supervisor. As another approach, you must also realize that compliments tend to have a domino effect. You must be willing to give praise as well as receive it. One person’s initiative to give others a pat on the back can be contagious. It may even work to notice your supervisor’s accomplishments from time to time.

Communication - One of the most difficult obstacles to overcome in the workplace can be a lack of communication. Whether you feel uninformed about any number of business issues, or simply feel that there is a lack of communication skill, it may be up to you to create an open line. Once again, it may become your responsibility to request meeting time with your supervisor to ask questions. Suggesting regular group meetings is another way that others in your situation can have access to the supervisor and to keep one another informed of individual activities, rumors that can be set straight, or updates on company business. As for a lack of communication skill, remember that practice is a great means to gain improvement.

These suggestions are designed to sidestep some of the issues that keep supervisors from meeting the needs of their employees. However, in order to resolve these issues, supervisors need to be made aware of their shortcomings. After all, if you really consider yourself a team player, helping other members of the team build the skills they need is just part of the game. Not many of us are inclined to risk our necks (or our jobs) by confronting a supervisor directly to make suggestions on how to improve. Fortunately, there is a better, less threatening way to go about letting them know. The key is to incorporate a 360° Feedback program into your organization. The advantage to this program is that it allows employees to give and receive feedback to and from subordinates and peers, as well as superiors. And the best part…it’s anonymous!