Supervisor Success: Mastering People Skills & Cultivating High-Performing Teams is a monthly series from UCOR’s Human Resources Manager Mary Alice Douglass designed to support front line supervisors.]
Performance management isn’t a once-a-year review; it’s an ongoing process to make sure everyone is pulling in the same direction and hitting their goals. A supervisor’s job is to set clear expectations, give regular feedback, and have continuous conversations about how your team members are doing and where they want to go.
The best way to start is by setting SMART goals (Specific, Measurable, Achievable, Relevant, Time-bound). Then, make sure you’re checking in regularly – not just to track progress, but to offer support and help them through any bumps in the road. Giving constructive feedback, both formally and informally, helps your team understand their strengths and where they can get better, making them more invested in their own growth.
Try this: Set up a quick, informal 15-minute chat with each of your direct reports once a month. Focus on their progress, any challenges, and how you can support them, outside of formal reviews.
Also, try this: For the next few months, help each team member set one SMART goal that’s specifically about their professional development, not just their project work.
Avoid this: Don’t save all your feedback for the annual review; address performance issues as soon as they come up. Also, avoid giving vague feedback like “do better” – always provide specific examples and actionable steps.
You can find the entire series of Supervisor Success articles on the Human Resources space of UCOR Hub.
