Typical Job Titles from this Job Family:
- Management Trainee
- Telemarketing Sales Supervisor
- Production Supervisor
- Design Team Supervisor
- Lead Process Engineer
- Front Desk Supervisor
What do successful performers achieve?
Successful frontline supervisors instruct and monitor frontline staff to either bring new members up to speed, to guard against costly errors, or to motivate and fine tune the performance of seasoned team members. They often are called on to pitch in during periods of high demand and to resolve novel or complex issues that arise. They need to lead by example, keeping current with the most effective ways to accomplish the primary work of the team. But they also need to be more than solid frontline performers—they need to be able to engage new workers in learning the successively difficult challenges of the job, as well as effectively deploy new corporate policies, work processes or technologies. They need to tactfully confront poor performance, securing team member buy-in to delivering optimal levels of output quantity and quality. They need to detect and resolve conflicts among team members and with other teams fairly based on established policies and shared values.
Which of our Personal Job Fit factors work the best?
Frontline Supervisors mostly work in the same environments as the people they supervise. So all of the Fit Factors covered in Frontline Service, Consumer Sales, Technical Sales, Commercial Sales, Heavy Equipment/ Production Operator may apply, depending on the type of frontline work being supervised. In addition, Frontline Supervisors should want frequent interaction with team members and customers, with moderate to occasional interaction with their boss. They should expect to face a demanding work pace greater than 60% of the time.
Which of our Test Scales work the best?
Again, since this is the first supervisory level above individual contributor (frontline worker), and successful performers need to pitch in and lead by example, the same tests appropriate for the team members for the work being supervised will normally apply to the frontline supervisor. In addition, the Strengths Inventory factors of Engaging Team Leader, Valued Team Member, Analytical, Creative, Efficient, and Convincing may also apply to varying degrees, depending on the type of performer supervised.
Which of our Performance Competencies work the best?
In addition to the competencies shared by effective team members, Frontline Supervisors need to translate team result objectives in personal team member goals, develop learnable, engaging lessons, and adapt lesson delivery to learner needs. They need to measure team member contributions, conduct on-going performance discussions, and tactfully confront poor performance. They need to match team members strengths and needs with primary and developmental team assignments. They need to celebrate and reward team and team member achievements, leading to the development of a positive team identify and shared values that line up with corporate values.