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Congratulations!

Congratulations on becoming a manager! This guide will help you navigate through the major challenges of communications, stress, time limitations, and laws when supervising your team. Learn how to effectively respond to explosive personalities, handle complaints, deal with problematic behaviors, manage absenteeism, and address performance issues. Be aware of the legal minefields and learn how to be a good supervisor by communicating clearly, setting reasonable expectations, being consistent and fair, and involving human resources when needed.

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Congratulations!

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  1. Congratulations! Now Go Supervise Some People A Guide for New Managers

  2. Major Challenges • Communications • Stress • Time Limitations • Laws

  3. Luz Cannon The explosive personality

  4. Responding to Luz • Zero tolerance for temper tantrums • Remind employee of Firm harassment policy • Discuss appropriate ways of dealing with anger and frustration.

  5. But what if Luz is the smartest employee in the department?

  6. Legal Minefields • Harassment claims (sex, race, national origin) brought by other employees. • Tort claims: assault, battery. • ADA claims: Mental illness.

  7. Carl Complainer Always Unhappy and Complaining

  8. Responding to Carl Complainer • NEVER IGNORE COMPLAINTS • If the complaint has ANY Substance refer to Human Resources or Higher Management • Ask Who, What, Where When. • Listen objectively. • But avoid labeling the complaint. • Address complaint.

  9. Be Aware of the Legal Minefields • Retaliation for complaining about discrimination. • Retaliation for complaining about unsafe work practices. • Retaliation for complaining about overtime practices. • Retaliation for engaging in concerted activity.

  10. Patsy Aggressive Very Competent but . . .

  11. Responding to Patsy Aggressive • Address the Problem. • “You don’t seem very happy working here, Patsy?” • Focus on behaviors and words. • Point them out soon after they happen. • Document, document, document • Explain why Nancy’s behaviors and words present a problem • Help her take small steps • Help her channel her strengths

  12. Felicia Friday Frequently absent Always has an excuse Frequently late

  13. Dealing With Felicia Friday • Keep accurate attendance records • When dealing with a problem employee, focus on how the job is not being done, not on the employee’s condition. • Generally avoid making unnecessary medical inquiries. • Be willing to make reasonable accommodations.

  14. Working with Felicia Friday • Make it clear that we don’t discipline people because they are sick. • But you can discipline an employee for: • Not following call-in policies. • Not giving advance notice. • Offering inconsistent explanations. • Fraud. • Address the burden that Felicia’s absences cause on the Firm. • Look for a compromise.

  15. Legal Minefields • FMLA provides 12 weeks for • Serious medical condition of employee. • Serious medical condition of spouse, parent, child. • Pregnancy, adoption, foster child. • Americans with Disabilities Act • Employer cannot discriminate against an employee who has a disability. A “disability” is defined as a physical or mental impairment that substantially limits a major life activity. • Requires reasonable accommodations for disabled employees.

  16. Marty Mediocre Fails to perform as required

  17. Handling Marty Mediocre • Communicate regularly • Be positive. • Be fair. • Be honest. • Be specific. • Provide measurable goals. • If there is no improvement, determine why not. • Have we given the employee clear guidance? • Does the Peter Principle apply here? • Can the job be restructured? • Document.

  18. Beware of the Legal Minefields • Are we treating him differently than similarly situated employees who are younger or of a different race? • Have we made any promises to this employee? • Are the performance problems caused by some disability that we know about and for which we might be able to provide some reasonable accommodation?

  19. Major Challenges Revisited • Communications

  20. Major Challenges Revisited • Stress

  21. Major Challenges Revisited • Time Limitations

  22. Major Challenges Revisited • Laws

  23. Being a Good Supervisor • Communicate expectations clearly. • Have reasonable expectations. • Be consistent and fair. • Focus on actual behaviors when offering criticisms. • Be respectful. • Document problems. • Involve human resources.

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