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.
Delegation and EmpowermentDelegation 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.
- I do not feel micro-managed.
- Managers are effective in delegating assignments
- Tasks are assigned fairly
- My supervisor is effective in delegating assignments
- Supervisors are able to motivate others through persuasion rather than coercion
- Employees are given the ability to complete their tasks as they see fit
- Our department follows the company standard procedures for allocating assignments
- My supervisor motivates others through persuasion rather than coercion
- Assignments are delegated to employees according to seniority
- Employees have the autonomy to perform the assigned tasks
- Managers follow the company standard procedures for allocating assignments
- Tasks are regularly assigned based on seniority
- Employees are empowered to make their own decisions in the field
- Tasks are assigned to the right employees based on their skill level
- Tasks are delegated to employees according to their skills (skill level)
- Employees are allowed to make their own decisions
- Supervisors delegate work effectively
- My co-workers are able to work without excessive supervision and guidance
Coaching and DevelopmentCoaching 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.
- I receive adequate supervision
- Supervisors offer instructions and guidance to subordinates
- Managers seek to provide effective training and development opportunities for their employees
- My supervisor provides guidance and support to help employees achieve their goals
- Managers encourage employees to achieve their full potential
- Supervisors seek to enhance the performance of employees under their supervision
- Supervisors determine the training and development needs of employees and staff
- Supervisors instructs employees on the proper (or safest) way to perform tasks
- Managers identify and maximize opportunities for continuing education for employees
- Managers coach and mentor others to achieve higher performance levels
- Supervisors coach subordinates in how to make good decisions
- Supervisors determine the training and development needs of employees and staff
- My supervisor provides direction and coaching to employees
- I receive the training on equipment as needed
- Supervisors provide direction and coaching to employees
- Supervisors demonstrate empathy, respect, and openness to employees
CommunicationCommunication 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.
- I am given clear instructions and objectives.
- Our department facilitates open communication between employees
- Managers are open to listening to others
- My manager is clear when assigning tasks to be completed
- Supervisors ask employees for their input in decisions that may directly affect the team
- My supervisor asks me for my ideas and opinions
- Leaders here communicate effectively with employees
- My supervisor communicates effectively to avoid issues, conflicts and errors on the job
- Managers ask employees for their ideas and opinions
- In my department, supervisors foster an environment that supports open communication
- Supervisors communicate the goals and expectations for the team
- Supervisors communicate equally well with all employees
- I am informed of what tasks need to be completed on each shift
- Managers convey instructions, directives and guidelines to the employees
- I feel supervisors facilitate open communication between employees
- Supervisors set clear expectations for acceptable performance
- My supervisor listens to the concerns of employees
- My supervisor listens to others
- Supervisors in my department communicate effectively with employees
- Supervisors communicate on a daily basis with the team at the start of each shift
- My supervisor knows the best ways to communicate effectively with different types of employees
Decision MakingDecision 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.
- Supervisors make decisions based on all relevant information
- Supervisors are effective in deciding the order that tasks need to be completed
- Supervisors decide the best approach for addressing issues that arise on the job
- The team lead is effective in deciding which team members are assigned to each job
- My supervisor is fair in determining which team members are to be promoted to the next higher level
- My supervisor decides what supplies need to be purchased
- Supervisors effectively determine which issues need immediate attention
- Managers set the objectives to be completed for the shift
- Supervisors determine appropriate staffing levels for the job
- I feel my supervisor decides the best approach to perform jobs that have some level of risk
- Supervisors are effective in deciding how the supplies are to be allocated on the job site
- Supervisors determine when the job is satisfactorily completed
InterpersonalInterpersonal 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.
- Supervisors are aware of the unique strengths of each employee
- Supervisors maintain good working relationships with employees
- In our company, managers effectively resolve internal employee and/or organizational conflicts through knowledge of management techniques
- At our company, managers treats all staff equitably
- I feel supervisors demonstrate empathy, respect, and openness to employees
- In our department, supervisors have the confidence and trust of employees
- My supervisor works well with the team members
- Managers are sought after for advice in a variety of situations
- In our department, supervisors encourage good working relationships between employees
- My manager is respectful toward employees
- Supervisors in our department are respectful toward employees
- Supervisors maintain professional interactions with peers, customers, and employees
- Managers have a high degree of multi-cultural competence to supervise individuals of various cultural backgrounds
- Supervisors value the opinions of subordinates
- Managers facilitate conversations where each person can be heard
AccountabilityAccountability 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.
- Supervisors make sure employees are working toward goals set by the company
- Managers in our department make sure employees are accomplishing important objectives
- Supervisors in our department set clear expectations about what employees will be held accountable for
- Employees are held accountable for assignments
- My supervisor fosters a culture of personal responsibility and accountability
- Managers provide clear expectations of outcomes during performance reviews
- Supervisors ensure employees know what they need to complete during the shift
- Staff are accountable for their work and job performance
- My manager oversees employees to make sure their work is performed up to standard
- Employees are held accountable for completing work assignments on time
- Supervisors encourage employees to take responsibility for mistakes
- My supervisor makes sure employees complete the work on time
DisciplinaryDisciplinary 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.
- My supervisor is fair and equitable in enforcement of work rules
- My department maintains a disciplinary policy and fair enforcement of work rules
- My supervisor uses persuasion rather than threats of disciplinary action
- In our department, supervisors enforce workplace rules fairly
- Supervisors in my department will intervene immediately if disciplinary action is warranted
- My supervisor considers diverse perspectives during the disciplinary process
- In our department, supervisors use disciplinary measures with the intent to guide and improve behavior, rather than to seek retribution
- Supervisors are diligent about properly documenting disciplinary actions
- Supervisors emphasize constructive discipline strategies, prioritizing the development and feedback of employees over punitive measures
- Supervisor in the department are willing to consider a spectrum of disciplinary measures, ranging from formal warnings to unpaid leave
- My supervisor implements disciplinary policy in accordance with the union contract
- My supervisor is consistent in administering disciplinary/corrective actions
Performance ManagementPerformance 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.
- Supervisors in our department provide timely and thorough performance evaluations of employees
- Supervisors understand the importance of good performance management
- Supervisors in my department are diligent about completing performance assessments on time
- Supervisors conduct regular performance management sessions
- Supervisors will schedule follow up meetings if employee's performance is below average
- Managers measure job performance fairly using established criteria
- Supervisors perform thorough and timely employee performance appraisals
- Supervisors review performance against established measures
- The manager is consistent in disciplinary/corrective actions
- Managers in our department maximize the performance of employees
- In our department, supervisors maximize the performance of employees
- Supervisors use metrics and benchmarks established by the department
- Supervisors complete assessments in a timely manner
- Supervisors provide timely and thorough performance evaluations of employees
FeedbackFeedback 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.
- I receive feedback quickly if my performance is below expectations
- I trust the feedback I receive from My Supervisor
- My supervisor provides feedback that is aligned with performance expectations
- Supervisors give employees feedback on a regular basis
- Supervisors provide useful and constructive feedback to employees
- Supervisors meet with employees at the end of the job to debrief them
- My manager responds positively to innovative ideas and suggestions from subordinates
- Managers respond positively to innovative ideas and suggestions from subordinates
- Managers provide detailed feedback to employees
- Managers regularly complete performance assessments in a timely manner
- Managers conduct regular progress meetings to ensure adherence to the schedule
- In our department, supervisors give feedback that includes both a recognition of the employee's strengths and areas where the employee could do better
- Managers provide feedback referencing specific instances or examples of behaviors
- At the company, supervisors offer constructive feedback to facilitate performance improvement
- Supervisors provide constructive and ongoing feedback
- I receive constructive feedback from My Supervisor
Rewards and RecognitionRewards 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.
- Supervisors appropriately recognize and reward employees
- Managers effectively use rewards to help motivate employees
- Managers recognize and reward excellent employees
- Managers recognize those who have exceeded expectations
- Supervisors in our department offer non-monetary rewards as incentives for employees
- Supervisors recognize when employees have completed major milestones
Conflict ResolutionConflict 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.
- Managers resolve personnel problems quickly and effectively
- Supervisors in my department successfully mediate conflicts between employees
- I feel supervisors are effective in resolving conflicts to mutual satisfaction of the parties
- Supervisors resolve disputes in a way that quickly reaches mutual agreement
- I feel supervisors are successful in resolving personnel conflicts
- My manager speaks to all employees involved to get a complete picture of the situation
- My supervisor spends time to actively listen to the grievance
Self-ControlSelf-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.
- I feel supervisors here are a calming force during stressful periods
- My manager adopts a measured approach to resolving workplace issues, ensuring that actions are not taken hastily
- Managers at the Company are able to control their emotions during difficult times
- Supervisors in our department remain calm in tense situations
- My supervisor always remains calm and professional even in stressful situations
- Managers maintain an even temper in stressful situations
- Supervisors maintain a calm demeanor when addressing stressful issues in the workplace
TeamworkTeamwork 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.
- Supervisors promote teamwork and cooperation within the department
- I feel supervisors in our department enhance teamwork through good supervision
- Supervisors provides good supervision for the team
- Supervisors motivate and inspire high performance by team members
- Managers in our department encourage teamwork
- Managers facilitate team members working well together
- Team leaders use the team to its fullest capacity
- Supervisors support team members who are working on difficult projects
Leads by ExampleLeads 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.
- Managers set a good example for others to follow
- Managers have a strong work ethic that inspires others
- Supervisors lead others through their commitment to the department
- I feel that managers here exemplify professionalism at work
- Managers show consistency between what they say and do
- Supervisor here have a high degree of enthusiasm for their work
- Supervisors in my department exemplify professionalism in the workplace
My SupervisorMy 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.
- I am treated fairly by My Supervisor.
- I have a good relationship with my supervisor.
- My Supervisor communicates the actions necessary for me to take to achieve organizational objectives
- My Supervisor trains subordinates to act independently in a variety of situations
- My immediate supervisor seeks out my ideas and opinions.