Supervisors and Managers Activities Supervisors and What it looks like Managers can do Create Teambuilding Activities Many offices hold division level retreats and seminars that include all divisional staff. These meetings typically focus on topics of interest to the division and often include segments that are used to identify ways to improve the operation of the organization. Bring Food into the Equation Supervisors or managers bring in food (e.g., pizza, cupcakes) for employees during group meetings. Managers take their staff out for lunch just because they want to; staff can see that the manager enjoys doing it and that it is authentic and not forced. Develop and Monitor Individual As part of the performance process, employees and their Development Plans (IDPs) supervisors discuss their IDPs. This includes discussing goals, performance expectations, and things they will do throughout the year. Give Employees the Encourage employees to express interest in and volunteer to Opportunity to Select their Own work on specific projects. Assignments Encourage and Model Work-life Managers model this by not always staying late or always Balance working on weekends. They also publicly support work-life programs such as telework, Employee Assistance Program (EAP), or health and fitness programs, as appropriate. Create Lateral and Rotational Staff is frequently assigned collateral duties on teams, Assignments working groups, and steering committees that allow the individual to work on tasks that are outside their routine. These assignments are helpful in instilling ownership, inclusion, and a sense of collaboration for the staff and their respective offices. Take Opportunities to Provide Give positive reinforcement and feedback. Positive Feedback Actions Executives’ Actions Executives can take What it looks like
Supervisors and Managers Activities Supervisors and Managers can do What it looks like Create Teambuilding Activities Many offices hold division level retreats and seminars that include all divisional staff. These meetings typically focus on topics of interest to the division and often include segments that are used to identify ways to improve the operation of the organization. Bring Food into the Equation Supervisors or managers bring in food (e.g., pizza, cupcakes) for employees during group meetings. Managers take their staff out for lunch just because they want to; staff can see that the manager enjoys doing it and that it is authentic and not forced. Develop and Monitor Individual Development Plans (IDPs) As part of the performance process, employees and their supervisors discuss their IDPs. This includes discussing goals, performance expectations, and things they will do throughout the year. Give Employees the Opportunity to Select their Own Assignments Encourage employees to express interest in and volunteer to work on specific projects. Encourage and Model Work-life Balance Managers model this by not always staying late or always working on weekends. They also publicly support work-life programs such as telework, Employee Assistance Program (EAP), or health and fitness programs, as appropriate. Create Lateral and Rotational Assignments Staff is frequently assigned collateral duties on teams, working groups, and steering committees that allow the individual to work on tasks that are outside their routine. These assignments are helpful in instilling ownership, inclusion, and a sense of collaboration for the staff and their respective offices. Take Opportunities to Provide Positive Feedback Give positive reinforcement and feedback. Executives’ Actions Actions Executives can take What it looks like