The formula for credibility is broken down by four “key factors” that should be utilized by an effective employee or supervisor in regards to successful communication and leadership. By implementing these practices, the supervisors and employees will have an open line of communication, and the employee will feel appreciated. Happy employees are better for business, retention will be lower, and a better effort will be put forth. All a person has to stand on in life is their word, if their word means nothing, all credibility is lost.
The first factor is competence. A supervisor must know their job in every aspect. Advanced training should be a common denominator for any employee, but especially supervisors. If a supervisor is not competent, …show more content…
You must hold a trait of a “caring” individual to be an effective supervisor and leader. Employees and stakeholders must know that the supervisors concerns are in their best interest (Cordon, 2017), and the best interest of the business. One aspect is “empathy”, a supervisor must be able to comprehend, and understand that all people are different; they think different, react different, and need to feel an interest is given about their personal and professional well-being (Cordon, 2017). Employees often times have something come up in their personal life and are absent from work, a supervisor should be present consistently in the work area to have a common knowledge about their employees. Having this knowledge impacts the environment of the work area, and comradery between staff. A great work environment would include feeling like the employee was a part of a team, and management has a “buy in” in their contribution to the business. Having a mission statement and goals documented will ensure everyone stays on task. As a supervisor, leading by example is key, you must mean what you say, and say what you mean, followed up following through. When an employee is stuck, or needs help, a supervisor should lend them a hand by sharing their knowledge or expertise, not brow beat for not having an immediate solution (Ryan, …show more content…
A supervisor should be ethical and hold a high standard of integrity. Working for a supervisor that doesn’t have integrity or morals can lead to a hostile work environment, and will dissipate goals set. If a supervisor is lazy, talks behind their employees’ backs about personal affairs or the employees’ work ethic, the character of the supervisor’s is then compromised (Cordon, 2017). Once trust is lost, the story or the rumor is usually fueled by other employees, when this happens, usually all credibility is lost. Demonstrating good character and integrity will ensure trustworthiness. A person’s character is almost always the deciding factor in how serious others measure them by. A supervisor must build a bond with their employees, no matter the career choice. Another factor of character is how a supervisor responds to different situations, the old saying “punish in private, and promote good behavior in public” goes without saying. If a subordinate is reprimanded in public, this will enable negative behavior, an individual does not want to be characterized as a “push-over”, or weak minded. An individual’s trust will be compromised, for example, if a supervisor yells at their employee in front of their counterparts, and later down the road the employee makes another mistake, large or small, they will not feel comfortable bringing it to management’s attention, the viewers of the reprimand will more than
The first factor is competence. A supervisor must know their job in every aspect. Advanced training should be a common denominator for any employee, but especially supervisors. If a supervisor is not competent, …show more content…
You must hold a trait of a “caring” individual to be an effective supervisor and leader. Employees and stakeholders must know that the supervisors concerns are in their best interest (Cordon, 2017), and the best interest of the business. One aspect is “empathy”, a supervisor must be able to comprehend, and understand that all people are different; they think different, react different, and need to feel an interest is given about their personal and professional well-being (Cordon, 2017). Employees often times have something come up in their personal life and are absent from work, a supervisor should be present consistently in the work area to have a common knowledge about their employees. Having this knowledge impacts the environment of the work area, and comradery between staff. A great work environment would include feeling like the employee was a part of a team, and management has a “buy in” in their contribution to the business. Having a mission statement and goals documented will ensure everyone stays on task. As a supervisor, leading by example is key, you must mean what you say, and say what you mean, followed up following through. When an employee is stuck, or needs help, a supervisor should lend them a hand by sharing their knowledge or expertise, not brow beat for not having an immediate solution (Ryan, …show more content…
A supervisor should be ethical and hold a high standard of integrity. Working for a supervisor that doesn’t have integrity or morals can lead to a hostile work environment, and will dissipate goals set. If a supervisor is lazy, talks behind their employees’ backs about personal affairs or the employees’ work ethic, the character of the supervisor’s is then compromised (Cordon, 2017). Once trust is lost, the story or the rumor is usually fueled by other employees, when this happens, usually all credibility is lost. Demonstrating good character and integrity will ensure trustworthiness. A person’s character is almost always the deciding factor in how serious others measure them by. A supervisor must build a bond with their employees, no matter the career choice. Another factor of character is how a supervisor responds to different situations, the old saying “punish in private, and promote good behavior in public” goes without saying. If a subordinate is reprimanded in public, this will enable negative behavior, an individual does not want to be characterized as a “push-over”, or weak minded. An individual’s trust will be compromised, for example, if a supervisor yells at their employee in front of their counterparts, and later down the road the employee makes another mistake, large or small, they will not feel comfortable bringing it to management’s attention, the viewers of the reprimand will more than