hr-survey.com

Survey Questions: Supervision

Definition: Supervision is the ability of leaders to effectively delegate tasks, provide coaching and development, and communicate clear objectives while ensuring employees are held accountable for their responsibilities. It involves decision-making, performance management, and fair enforcement of workplace rules, fostering an environment where supervisors offer constructive feedback, resolve conflicts, and motivate employees through recognition and rewards. Strong supervision enhances teamwork, maintains professionalism, and promotes equitable treatment, ensuring a supportive and structured workplace where employees can thrive.
Management/Leadership Skills
Management
Leadership
Supervision
Supervisor
Establishing Focus/Direction
Empowering Others
Project Management
Conflict Management
Human Resources
Information Technology/IT
Business Focus
Corporate Culture
Company
Global
Reorganization
Vision
Hiring
Staffing
Turnover
Diversity
Facilities
Resources
Equality
Employee Assistance Program
Employee Development
Employee Relations
Rewards/Recognition
Wellness Program
Surveys Measuring Supervision:
Example 1 (5-point scale; numbers; NA)
Example 2 (7-point scale; radio buttons)
Example 3 (4-point scale; radio buttons)
Example 4 (5-point scale; radio buttons)
Example 5 (5-point scale; words)
Example 6 (Pulse Survey)
Example 7 (5-point scale; item comments)
Example 8 (3-point scale; words; N/A)
Example 9 (4-point scale; numbers)
Example 10 (Comment boxes only)
Example 11 (Single rating per dimension)
Example 12 (Slide-bar scale)


Delegation and Empowerment
Delegation and Empowerment focuses on giving employees autonomy, assigning tasks based on skills and seniority, and ensuring individuals can work independently without excessive oversight. This dimension highlights trust in employees, fair task assignment, effective delegation, and motivation through encouragement rather than control. It prioritizes self-sufficiency and ownership, ensuring employees feel empowered to make decisions and complete their work with confidence.


Coaching and Development
Coaching and Development emphasizes guiding employees toward growth, providing structured training, mentoring team members, and fostering professional development opportunities. This dimension centers on helping employees improve decision-making, ensuring proper instruction for tasks, offering direction, and supporting long-term career progression. It prioritizes learning and support, ensuring employees receive the resources and knowledge needed to enhance their skills.


Communication
Communication focuses on the clarity, consistency, and openness of information exchange between supervisors and employees. This dimension highlights clear task assignments, fostering an open environment for discussion, listening to employee concerns, and ensuring directives are well understood. It prioritizes accessibility and transparency, ensuring employees feel informed and connected to leadership.


Decision Making
Decision Making focuses on leaders taking informed, fair, and strategic actions to guide tasks, allocate resources, and resolve issues. This dimension highlights making critical workplace decisions, assessing risks, setting objectives, determining staffing needs, and deciding task priorities based on available information. It prioritizes strategy and execution, ensuring supervisors effectively manage processes and operations.


Interpersonal
Interpersonal focuses on building positive, respectful, and trusting relationships between supervisors and employees. This dimension highlights empathy, fairness, valuing diverse perspectives, fostering good working relationships, and maintaining professional interactions. It prioritizes relationship-building and mutual respect, ensuring employees feel heard and valued in their workplace.


Accountability
Accountability emphasizes ensuring employees are responsible for their work, meeting expectations, and maintaining professional standards. This dimension centers on fostering a culture of responsibility, making sure employees complete assignments, setting clear performance expectations, and encouraging accountability for mistakes. It prioritizes ownership and follow-through, ensuring employees understand and meet their responsibilities.


Disciplinary
Disciplinary focuses on enforcing workplace rules fairly, addressing misconduct, and guiding employees toward corrective actions. This dimension highlights maintaining disciplinary policies, using constructive strategies to improve behavior, documenting actions appropriately, and intervening when necessary. It prioritizes fairness and corrective guidance, ensuring disciplinary measures are used to support long-term improvement rather than punishment.


Performance Management
Performance Management emphasizes proactively monitoring and maximizing employee performance through structured evaluations, feedback, and continuous development. This dimension centers on assessing job performance, setting measurable benchmarks, reviewing progress, and conducting formal performance discussions. It prioritizes growth and accountability, ensuring employees receive the support and evaluation needed to meet expectations and excel in their roles.


Feedback
Feedback emphasizes providing structured, constructive assessments of employee performance to foster growth and improvement. This dimension centers on timely performance reviews, detailed assessments, recognition of strengths and weaknesses, and aligning feedback with expectations. It prioritizes development and accountability, ensuring employees receive meaningful insights to refine their skills and contributions.


Rewards and Recognition
Rewards and Recognition focuses on acknowledging and incentivizing employees for their achievements, motivating them through structured and informal recognition. This dimension highlights rewarding employees who exceed expectations, offering non-monetary incentives, and celebrating milestones. It prioritizes motivation and appreciation, ensuring employees feel valued for their contributions.


Conflict Resolution
Conflict Resolution emphasizes actively addressing disputes, facilitating mutual agreements, and resolving personnel issues effectively. This dimension centers on mediating conflicts, listening to grievances, ensuring fairness in dispute resolution, and promoting solutions that satisfy all parties involved. It prioritizes problem-solving and negotiation, ensuring workplace disagreements are resolved in a constructive and timely manner.


Self-Control
Self-Control focuses on maintaining emotional composure, demonstrating patience, and ensuring stability during stressful or high-pressure situations. This dimension highlights the ability to remain calm, avoid rash decisions, and create a reassuring presence for employees in tense circumstances. It prioritizes emotional regulation and stability, ensuring that supervisors act as a grounding force in the workplace.


Teamwork
Teamwork emphasizes fostering collaboration, ensuring employees work effectively together, and creating a supportive team environment. This dimension centers on supervisors promoting cooperation, inspiring high performance, and ensuring team members feel encouraged to work cohesively. It prioritizes engagement and collaboration, ensuring workplace relationships strengthen productivity.


Leads by Example
Leads by Example emphasizes modeling professionalism, commitment, and strong work ethic to inspire and guide employees. This dimension centers on demonstrating enthusiasm, consistency, integrity, and dedication to work, encouraging employees to follow suit. It prioritizes leadership through action and influence, ensuring that supervisors set a positive standard for workplace behavior.


My Supervisor
My Supervisor focuses on the personal relationship between employees and their direct manager, emphasizing fairness, communication, and engagement in decision-making. This dimension highlights supervisors treating employees equitably, fostering open dialogue, and providing guidance for independent action. It prioritizes trust and leadership presence, ensuring employees feel supported and valued by their manager.