Supervisory Skills - Competency
Definition: Supervisory skills encompass a broad set of leadership competencies that enable managers to effectively guide and support their teams. These skills involve clear communication, decision-making, and interpersonal abilities to foster collaboration, accountability, and professional growth, while also ensuring structured performance management, disciplinary action, and conflict resolution when necessary. Strong supervisors lead by example, empower employees through delegation, provide constructive feedback, and create a positive, high-performing work environment built on teamwork, recognition, and stability.
Self-Comments: Do you have to complete a self-assessment or performance appraisal? If so, the
self-comments here may help.
360-Feedback Questionnaires Measuring Supervisory Skills:
Survey 1 (4-point scale; Competency Comments)
Survey 2 (4-point scale; Competency Comments)
Survey 3 (5-point scale; Competency Comments)
Survey 4 (5-point scale; radio buttons)
Survey 5 (4-point scale; words)
Survey 6 (4-point scale; words)
Survey 7 (5-point scale; competency comments; N/A)
Survey 8 (3-point scale; Agree/Disagree words; N/A)
Survey 9 (3-point scale; Strength/Development; N/A)
Survey 10 (Comment boxes only)
Survey 11 (Single rating per competency)
Survey 12 (Slide-bar scale)
Survey 13 (4-point scale; numbers; floating anchors)
Survey 14 (4-point scale; N/A)
What are Supervisory Skills?
Supervisory skills help coordinate the work of others. These skills include delegation, empowerment, coaching and development. Supervisors need to be good communicators, make important decisions, resolve conflicts and lead by example. Another important aspect of supervision is holding employees accountable for their work, to enforce discipline if necessary, and to evaluate performance of the employees. What questions can be included on a survey to measure supervisory skills?
The questionnaire items below will measure supervisory skills. These questions are grouped into different facets of supervisory skills. When creating a 360-degree or other performance assessment, try to select one or two items from each group.
Delegation and EmpowermentDelegation and Empowerment focuses on assigning tasks appropriately and giving employees autonomy to perform their roles effectively. This dimension highlights the ability to distribute responsibilities based on skills, seniority, and job requirements while fostering trust and independence among employees. It ensures that teams are empowered to make their own decisions within their scope of work, increasing engagement and productivity.
- Delegates effectively.
- Assigns tasks appropriately.
- Delegates assignments to employees according to seniority.
- Empowers employees to make their own decisions in the field.
- Is able to motivate others through persuasion rather than coercion.
- Allows employees to make their own decisions.
- Gives employees the ability to complete their tasks as they see fit.
- Oversees the work of a group of employees.
- Empowers employees to perform the assigned tasks.
- Follows the company standard procedures for allocating assignments.
- Effective in delegating assignments.
- Delegates tasks to employees according to their skills (skill level).
- Assigns the right work to the right employees.
Coaching and DevelopmentCoaching and Development focuses on actively guiding employees to improve their skills, knowledge, and decision-making abilities. This dimension highlights mentorship, structured learning opportunities, hands-on training, and tailored development initiatives to help employees reach their full potential. It ensures continuous learning, providing individuals with the tools and direction necessary for long-term success.
- Encourages employees to achieve their full potential.
- Introduces targeted training and development initiatives to address and elevate subpar performance.
- Offers instructions and guidance to subordinates.
- Identifies and maximizes opportunities for continuing education for employees.
- Instructs employees on the safest way to perform tasks.
- Coaches and mentors others to achieve higher performance levels.
- Provides direction and coaching to employees.
- Instructs employees on the proper way to perform tasks.
- Seeks to enhance the performance of employees under their supervision.
- Coaches subordinates in how to make good decisions.
- Provides training on equipment as needed.
- Provides guidance and support to help employees achieve their goals.
- Determines the training and development needs of employees and staff.
- Seeks to provide effective training and development opportunities for employees.
CommunicationCommunication focuses on effectively conveying information, expectations, and feedback to employees. This dimension highlights clear directives, active listening, daily interactions, and fostering an environment where employees feel heard. It ensures that supervisors maintain strong messaging and understanding, minimizing conflicts and promoting transparency
- Is clear when assigning tasks to be completed.
- Conveys instructions, directives and guidelines to the employees.
- Knows the best ways to communicate effectively with different types of employees.
- Communicates effectively with employees.
- Asks employees for their input in decisions that may directly affect the team.
- Communicates effectively to avoid issues, conflicts and errors on the job.
- Fosters an environment that supports open communication.
- Facilitates open communication between employees.
- Communicates on a daily basis with the team at the start of each shift.
- Informs employees of what tasks need to be completed on each shift.
- Communicates equally well with all employees.
- Asks employees for their ideas and opinions.
- Listens to the concerns of employees.
- Listens to others.
- Communicates the goals and expectations for the team.
- Sets clear expectations for acceptable performance.
Decision MakingDecision Making emphasizes evaluating information and making informed choices that impact workflow, staffing, and operations. This dimension centers on assessing risks, prioritizing tasks, determining necessary actions, and ensuring objectives are met efficiently. It prioritizes judgment and strategic thinking, ensuring leaders make timely and well-considered decisions that drive success.
- Makes decisions based on all relevant information.
- Decides the best approach for addressing issues that arise on the job.
- Effectively determines which issues need immediate attention.
- Decides which team members are assigned to each job.
- Sets the objectives to be completed for the shift.
- Determines appropriate staffing levels for the job.
- Determines which team members are to be promoted to the next higher level.
- Decides what supplies need to be purchased.
- Decides the order that tasks need to be completed.
- Decides how the supplies are to be allocated on the job site.
- Determines when the job is satisfactorily completed.
- Decides the best approach to perform jobs that have some level of risk.
InterpersonalInterpersonal focuses on building and maintaining positive relationships with employees, peers, and teams. This dimension highlights empathy, respect, communication, and trust. It ensures that supervisors foster a collaborative environment, understand employees' strengths, and resolve conflicts effectively, creating a productive and cohesive workplace.
- Treats all staff equitably.
- Maintains good working relationships with employees.
- Is aware of the unique strengths of each employee.
- Is respectful toward employees.
- Demonstrates empathy, respect, and openness to employees.
- Maintains professional interactions with peers, customers, and employees.
- Has a high degree of multi-cultural competence to supervise individuals of various cultural backgrounds.
- Is sought after for advice in a variety of situations.
- Facilitates conversations where each person can be heard.
- Maintains the confidence and trust of employees.
- Encourages good working relationships between employees.
- Values the opinions of subordinates.
- Works well with the team members.
- Effectively resolves internal employee and/or organizational conflicts through knowledge of management techniques.
AccountabilityAccountability focuses on ensuring employees take responsibility for their tasks, actions, and overall job performance. This dimension highlights setting clear expectations, overseeing work execution, enforcing deadlines, and holding individuals accountable for their contributions. It prioritizes structured oversight and responsibility, ensuring that goals are met and standards are upheld.
- Encourages employees to take responsibility for mistakes.
- Makes sure employees are working toward goals set by the company.
- Provides clear expectations of outcomes during performance reviews.
- Oversees employees to make sure their work is performed up to standard.
- Makes sure employees are accomplishing important objectives.
- Fosters a culture of personal responsibility and accountability.
- Ensures employees know what they need to complete during the shift.
- Makes sure employees complete the work on time.
- Holds employees accountable for work assignments.
- Is clear about the expectations that employees will be held accountable for.
- Holds others accountable for completing tasks on time.
- Holds others accountable for their work and job performance.
DisciplinaryDisciplinary emphasizes enforcing workplace rules and addressing violations in a fair and constructive manner. This dimension centers on maintaining compliance with policies, documenting infractions, intervening when necessary, and ensuring corrective actions are applied equitably. It prioritizes accountability and behavioral guidance, aiming to correct issues while fostering a positive work environment.
- Uses disciplinary measures with the intent to guide and improve behavior, rather than to seek retribution.
- Maintains disciplinary policy and fair enforcement of work rules
- Implements disciplinary policy in accordance with the union contract
- Is diligent about properly documenting disciplinary actions.
- Is fair and equitable in enforcement of work rules.
- Willing to consider a spectrum of disciplinary measures, ranging from formal warnings to unpaid leave.
- Emphasizes constructive discipline strategies, prioritizing the development and feedback of employees over punitive measures.
- Considers diverse perspectives during the disciplinary process.
- Enforces workplace rules fairly.
- Intervenes immediately if disciplinary action is warranted.
- Uses persuasion rather than threats of disciplinary action.
- Is consistent in disciplinary/corrective actions.
Performance ManagementPerformance Management focuses on monitoring and enhancing employee productivity through regular evaluations and structured feedback. This dimension highlights assessing job performance based on established criteria, scheduling follow-ups for underperformance, and using benchmarks to guide improvement. It prioritizes continuous growth and development, ensuring employees receive timely assessments to maximize their effectiveness
- Is diligent about completing performance assessments on time.
- Reviews performance against established measures.
- Provides timely and thorough performance evaluations of employees.
- Understands the importance of good performance management.
- Schedules follow up meetings if employee's performance is below average.
- Conducts regular performance management sessions.
- Uses metrics and benchmarks established by the department.
- Measures job performance fairly using established criteria.
- Completes assessments in a timely manner.
- Maximizes the performance of employees.
- Performs thorough and timely employee performance appraisals.
FeedbackFeedback emphasizes providing employees with specific evaluations of their performance, strengths, and areas for improvement. This dimension centers on constructive discussions, regular check-ins, performance assessments, and specific recommendations for enhancing job execution. It prioritizes real-time assessment and accountability, ensuring employees receive the insights needed to refine their work.
- Provides constructive, ongoing feedback.
- Provides feedback referencing specific instances or examples of behaviors.
- Meets with employees at the end of the job to debrief them.
- Provides feedback that is aligned with performance expectations.
- Provides useful and constructive feedback to employees.
- Offers constructive feedback to facilitate performance improvement.
- Provides detailed feedback to employees.
- Gives feedback that includes both a recognition of the employee's strengths and areas where the employee could do better.
- Conducts regular progress meetings to ensure adherence to the schedule.
- Gives employees feedback on a regular basis.
- Responds positively to innovative ideas and suggestions from subordinates.
Rewards and RecognitionRewards and Recognition focuses on motivating employees by acknowledging achievements and reinforcing positive behaviors. This dimension highlights strategies for encouraging high performance, offering incentives, celebrating milestones, and ensuring employees feel valued. It prioritizes engagement and morale, fostering a workplace culture where contributions are appreciated.
- Appropriately recognizes and rewards employees.
- Recognizes when employees have completed major milestones.
- Recognizes those who have exceeded expectations.
- Effectively uses rewards to help motivate employees.
- Offers non-monetary rewards as incentives for employees.
- Recognizes and rewards excellent employees.
Conflict ResolutionConflict Resolution emphasizes handling disagreements and workplace tensions in a fair and effective manner. This dimension centers on listening to grievances, mediating disputes, reaching mutual agreements, and ensuring workplace relationships remain constructive. It prioritizes communication and problem-solving, creating an environment where conflicts are managed with professionalism.
- Resolves personnel problems quickly and effectively.
- Spends time to actively listen to the grievance.
- Successfully mediates conflicts between employees.
- Speaks to all employees involved to get a complete picture of the situation.
- Effective in resolving conflicts to mutual satisfaction of the parties.
- Successful in resolving personnel conflicts.
- Resolves disputes in a way that quickly reaches mutual agreement.
Self-ControlSelf-Control emphasizes the ability to remain composed and professional in stressful or tense situations. This dimension centers on emotional regulation, maintaining a calm demeanor, and making measured decisions rather than reacting impulsively. It prioritizes personal stability and resilience, ensuring that supervisors lead with confidence and steady composure.
- Maintains a calm demeanor when addressing stressful issues in the workplace.
- Maintains an even temper in stressful situations.
- Is able to manage emotions during difficult times.
- Always remains calm and professional even in stressful situations.
- Able to remain calm in tense situations.
- Adopts a measured approach to resolving workplace issues, ensuring that actions are not taken hastily.
- Is a calming force during stressful periods.
TeamworkTeamwork emphasizes creating a cooperative and high-performing team environment through leadership and support. This dimension centers on motivating employees, promoting collaboration, enhancing group dynamics, and ensuring that supervisors provide effective guidance for teamwork to thrive. It prioritizes group cohesion and synergy, ensuring employees work efficiently together.
- Promotes teamwork and cooperation within the department.
- Enhances teamwork through good supervision.
- Motivates and inspires high performance by team members.
- Facilitates team members working well together.
- Uses the team to its fullest capacity.
- Provides good supervision for the team.
- Supports team members who are working on difficult projects.
- Encourages teamwork.
Leads by ExampleLeads by Example emphasizes demonstrating professionalism, commitment, and work ethic to inspire others. This dimension centers on setting the tone for the workplace through consistent actions, enthusiasm, and dedication to the department. It prioritizes leadership through action, encouraging employees to follow a strong role model rather than just responding to directives.
- Exemplifies professionalism in the workplace.
- Has a strong work ethic that inspires others.
- Others emulate this supervisor's enthusiasm for work.
- Sets a good example for others to follow.
- Shows consistency between what they say and do.
- Leads others through their commitment to the department.
Exemplary
- Contributes to a productive work environment for the team.
- Fosters a positive work environment in the department.
- Demonstrates exemplary work performance that others should follow.