Supervising process is an arrangement in which a group of advisors meets together and discusses with someone who is experienced in supervision duties. The objective of the group meeting is to enhance the performance in the whole organization and improve the relationship between the advisors and supervisors. In such a meeting, the group will discuss about each participant’s opinion on the performance of the work and make suggestions to the supervisor. For such reasons, supervising process is in order to maintain the standards of advisory procedures and improve the experience and future performance of participants.
- Robert is great at motivating employees. He leads one of the most productive teams in the company.
- Susan demonstrates amazing mentoring skills. Her mentees like to work with her.
- Oliver is an excellent team leader. He manages to achieve every goal of the company.
- Bruce impeccably supervises interactions between customers and employees to guarantee the service level of the highest quality.
- Be able to set clear objectives and requirements for subordinates.
- Provide sufficient information on guidance and feedback.
- Be in charge of directly dealing with problems.
- Supervise and care for the performance of the subordinates.
- Monitor the process by frequently meeting with each member to show concern about their performance.
- Design action plan and deadline for each subordinate to accomplish their task.
- Alexander is able to set clear objectives and requirements for subordinates.
Exceeds Requirements/More than Satisfactory:
- Peter motivates his subordinates with opportunities for growth.
- Harry has a perfect understanding of the workflow and technologies used in his department.
- Valerie has good interpersonal skills that allowed her to develop a purposeful team culture within the company.
- Lionel assigns challenging tasks to talented employees to help them improve their skills.
- Frank easily balances a heavy workload and time constraints. He has excellent priority management skills.
- James explains every task in details to avoid misunderstanding and minimize errors.
- Patrick brings accountability to his team thanks to leadership skills. He has created a supportive and inspiring workplace environment.
- Helen knows how to recognize the strengths of an employee and encourages them to use it.
- Gloria is an honest and responsible supervisor beloved by all the other employees.
- Marry makes certain that employees have a clear understanding of their responsibilities.
- Anna is good at motivating staff but fails to handle workplace conflicts.
- Michael appropriately trains new employees but does not do much to help them settle in.
- Hayden comes up with good action plans but sets unreasonably tight deadlines.
- Emma sets clear objectives and requirements.
- Bruce lays out projects clearly but becomes overly annoyed when employees ask him clarifying questions.
- Nigel tries to supervise every task. It damages the productivity of some employees.
- Samantha acknowledges and rewards good performance. At the same time, she does not provide enough feedback to unproductive employees.
- Arnold is willing to assist new employees but he does not allow them to take on challenging tasks.
- George is able to find the root of any problem but sometimes he fails to create a structured action plan to solve it.
- Laura always makes sure that assignments are completed on schedule.
- Sometimes Arthur fails to handle performance issues.
- Patricia tends to restrict learning opportunities. She prevents employees from acquiring new skills.
- Robert is bad at managing employees. His team has failed multiple projects this year.
- Aaron is rarely interested in opinions of his subordinates.
- Edward is terrible at goal setting. He always sets unrealistic objectives.
- Brian often delegates tasks to employees who are not suited for them.
- Michael does not capitalize on the strengths of his employees.
- Trevor is bad at training new hires. He should delegate training responsibilities to another employee.
- Yvonne fails to make subordinates respect her. She needs to become more open and transparent to gain the trust of employees.
- Daria cannot handle unexpected problems. She becomes overly nervous and makes wrong decisions.
- Fail to resolve conflict among subordinates.
- Fail to realize a working environment meeting the subordinates’ expectation.
- Fail to perform frequent appreciation of subordinates’ performance.
- Fail to actively resolve the problem of poor performance at work.
- Fail to resolve problem until it becomes a conflict.
- Fail to meet the schedule.
- Robert avoids communicating with employees.
- Abigail is being too kind and forgiving to unproductive employees. The productivity of her team declined when she became the leader.
- Olivia does not take any interest in her team. She rarely communicates with them so the staff does not feel valued.
- Hank does not share the vision of the company with his team.
A supervision is typically a meeting among members of supervision board together with a counselor as an expert in supervising and monitoring work. The purposes of this regular meeting are to ensure the standards to be following throughout the organization and to enhance the performance of each member in relation to their jobs. In addition, this process also helps improve the relationship between the clients and our experts. Below are some phrases that are shown to be very successful in describing a supervision meeting:
A successful supervision should be able to:
• Identify the clear objectives and necessary plans to achieve those objectives for each member;
• Provide regular supervision and control over the subject of interest;
• To discuss among other members to make them understand of your concern for their work;
• Provide sufficient information for all the participants in addition to opinions and feedbacks on certain issues;
• Together with other members, work out an action plan that will really suit each member.
A supervision meeting that is deemed to a failure must have failed the followings:
• To establish a working environment that is comfortable and encouraging other members.
• To deal with new issues in timely manner;
• To meet the deadline;
• To provide regular appraisal on the performance of others;
• To handle disputes arising among team members at work.
The sample of performance review phrases for supervision is a great/helpful tool for periodical/annual job performance appraisal. Note that, supervision review phrase can be positive or negative and your performance review can be effective or bad/poor activities for your staffs.