How can a new supervisor earn respect from employees?

A new supervisor can earn respect from employees by talking friendly manner, fostering open communication, practicing fairness, providing supportive leadership, recognizing and appreciating efforts,promoting collaboration, upholding professionalism, committing to continuous learning, and respect & demonstrating adaptability. @newsupervisor @learner @newboss

Always be consistent. If you are going to enforce all the rules you have to enforce all the rules everyday with everyone. Humans crave consistency they just don, t know it.

In my 24 years of cranes and heavy transport, you earn respect it is not handed to you. If you are new to a company, wait and watch. If you’re asked, answer. Do not be quick to bark an order, instead, be quick to lend a hand in what your crew is doing. You gain respect by showing your crew you don’t feel they are beneath you. Help your crew members out by sorting an office issue they are having behind the scenes. Once it is established that you will go to bat for them the word spreads quickly amongst the crew and now that very crew is working harder for you so you look good. It is a slow road, be patient and earn it the proper way.

As a new supervisor, respect should not be the first thing on your mind. What should be paramount is how to best support your team which is understanding the dynamics of the team, functionality, areas of strength & need, mode of learning as well as giving/receiving feedback, and how they would love for you to support them. Then add competence to it. I believe that having all of this information will go a long way in making your supervisory role more beneficial to your team and fulfilling for you.

Get to know them personally, then professionally. What’s their story, what’s their background, what are they doing in their role that excites them, what do they dislike most about their current role, where do they want to go from here….then determine how you can help them achieve their goals and how you can collaborate with them to improve the things they would like to see different. People ultimately work for people they respect, not necessarily for the company/brand.

A new supervisor/manager will earn the respect of their employees by first getting to know them and their story. Knowing as much about them and also giving a lot of face time with them is very important because it shows them you care about them as a person and you don’t treat them like just a number. Invest time in them in their professional development to help mentor them into their next role. Being the SME in your role and learning everything your team does in case they run into problems, you know exactly how to assist them to give them the right answers. Always be credible, maintaining credibility with your team is vital, if on of your employees asks you to do something to help them, you better do it or you’re done leading that person.

Have respect for the lowliest worker to the highest manager. Empathy and respect is what I learned from a very good teacher. Mindfulness to others feelings.

Be competent and confident in your knowledge, skills, and abilities (the reasons you were promoted or hired for the position.) Be able to communicate with all employees. Be consistent and honest. Hold yourself to a higher level of integrity and have empathy and humility. Always remember the saying "A team is only as strong as the weakest link, but training and reinforced learning can eliminate any weakest link." Training is the key to the strongest of teams as is motivation, and these go hand in hand.

You may “know” the job but knowing the people is the key! Shadow the team individually and see their potential. Then let them shadow you as you do the same work as them. Let them see your process as they let you see theirs, building a bridge to better performance and understanding of the team.

If you don't respect your team, then you shouldn't expect them to respect you. You are a leader. You need to lead by example. You work for them and it is your job to make them feel heard.

Earning respect as a supervisor goes beyond authority; it's about building genuine relationships and gaining trust - to do that we need to be authentic and consistent. Respect is earned from both parties, and a foundation of trust, respect, and open communication is what sets the stage for success. #LeadByExample #TeamCulture

Remember that you're always "on stage" with your employees. They see, hear, and remember what you do and how you make them feel, for better or worse.

Respect is earned. A leader must be respectful, it can be shown in how one dresses, speaks, discusses matters, and explains himself to the team. A leader respects others' opinions during discussions, as well.

Need to build trust with your employees..... You need to practice what you preach.... Respect is earned from both sides.... There needs to be open communications from both sides...

Show them that you realise that you depend on them as much as they depend on you. Also, treat them the way you'd expect to be treated.

As others have said, respect is earned. I find if you respect others first, it is generally reciprocated. Something I learned while in the military was if you take care of your people, they will take care of you. And that applies both up and down the chain of command. People notice if you are genuine and respectful of others regardless of their position or department.

You must give respect to earn it back. Remember you're the new guy. There are employees on the floor who have been doing the job for a long time. Give them the respect they deserve and listen to their opinion's.

Respect them as people and respect their job knowledge. Listen to everyone the same way as you want them to listen to you. Smile

Be attentive that your “supervising” doesn’t mean control. Switch a do-to mindset to a do-with mindset and your team switches gears to using their own internal drive and motivation. Consider being a coach: how can you empower your team to be better consistently and utilize their own best? Provide better tools? Better training? Block resistance on their path? And when you regularly check in, consider their values, mental and emotional wellbeing and encourage and celebrate wins even with things outside their work scope.

It's all about supporting your employees. They can sense when you're invested in them and when you're not. You might be providing resources, empowering to take ownership and rewarding their success, but they also have to know and believe that you are there to build them up and advocate for them.

The best thing to do is LISTEN. The employees know their pain points and what is holding them back. Stop to listen. Then take action and provide the correct tools and direction to achieve the goals. This will make both the employee and the organization successful!

One major piece of earning respect is to be supportive. As a leader, your goal is to bring out the best in people. People make mistakes - show them that it is OK. Empower them to step outside their comfort zone and let them be them. To do this, you really need to practice what you preach.

Ask + listen. Ask open ended questions about “what they want to do in the future?” Both there and beyond your org. There’s a great saying, “If you want the truth, don’t control the answer”. So, don’t control their answers. Pay attention. Show interest. Be sincere. Then follow these 3 rules – listen, listen, listen. As the Stoic Epictetus said, “We have two ears and only one mouth for a reason. Use them in that proportion.” Take it all in. Look for themes. Offer ideas in their best interest. See what moves or even excites them. Collaborate on an action plan for their benefit. Not yours. Not the org’s. Theirs. Support them. It benefits all involved. Now watch them grow and thrive.

The job at hand is always a given and people know they are here to deliver on their KPAs/KPIs so not too much emphasis is desired otherwise it becomes boring. Supervisors need to touch people's hearts and understand them even at a personal level where possible to enable proper support in their time of need.

Empower Decision-Making: Trust your team to make decisions within their scope. Empowering employees increases their sense of ownership and responsibility. Encourage Creativity: Allow your team members to share and implement their creative ideas. This not only boosts morale but can lead to innovation.

A good supervisor earns trust. By listening to and knowing the concerns and opinions of your team. Always with respect, teaching and providing the necessary tools for their work. Always maintaining humility and leading by example. Have a great day everyone

Support is full circle. It takes courage to ask for help so be brave and call in support when you need it. Before a weak link becomes an issue bring the team in to support you.

When leading Teams remember what the acronym TEAM stands for: Together Everyone Achieves More. Be open and honest about where your team stands today and more importantly where you are trying to go in the future. Paint the picture for them and ensure that they are involved in the planning on how you are going to get there. If they help design the plan they will take ownership of that plan and drive its execution.

Involving your team says to them "I value your contributions and input." It empowers them and also shows that you acknowledge that you don't have all of the answers. One of my favorite questions to ask my team is "Where am I wrong? What did I miss?"

Collaboration redefines teamwork. While traditional teamwork often involves one person leading the team to achieve a goal, collaboration is about equality. In collaboration, everyone has the opportunity to lead, and all ideas and ideologies are valued and accepted.

People want to be involved and heard. Make decisions with the team. Be transparent. Keep them in the loop. Be the leader you want to have.

People buy into the program when they feel heard and can contribute. Ask for feedback from staff about what’s working and what isn’t. Be prepared to listen and to be open to information they provide - sometimes others can see the situation and solutions clearly. Be willing to do a trial run of suggestions for solutions then re-evaluate success and tweak what isn’t right along the journey. When you bring others with you, involve them in the process and listen to them, strong relationships, respect and teamwork form.

Trust and collaboration are inseparable. While supervisors should be ready to assist and set goals, taking over tasks can signal distrust. It's essential for leaders to trust their team's capabilities, providing support and guidance only when needed to foster growth and strength.

Just be honest with them. If you don’t know something, admit it! Lean on your subordinates for ideas on how to approach something, improve processes or change them if that is an option. Explain to them that their input is valued and just because it wasn’t implemented doesn’t mean it wasn’t considered. You as a supervisor/manager, need to determine what is the best approach for the group as a whole.

Definitely a great idea to include staff at most levels regardless of input to collaborate. We all know people don’t have all the answers and it creates fruition which can lead to a better environment.

Earning trust is one of the most critical things you can do as a new leader. It’s the old ‘say what you are going to do, do what you said you’d do and say what you did’. It takes time and consistency. It’s what you do in front of your team AND what you do when your team can’t see you. I once had a person on a team I was responsible for tell me they were in a meeting and someone else said “I wish I worked on your team, your boss defended your team against the president (of the company)”. This was 20 years ago when being a female leader in a male dominated industry was unusual. I still lead this way.

An important time for ethical conduct as a supervisor is during annual evaluation or performance reviews. I once worked for a supervisor who used that one-on-one time to bring every complaint and issue they had at once. Many of the problems with my performance that he perceived had never been addressed or brought to me attention. I'm a firm believer in annual evaluations and performance reviews, but those should be a time of "no surprises." If I'm doing my job as a supervisor, I'm addressing issues immediately and correcting as we go. Then during an annual review, I have the opportunity to document how the employee favorably responded to those challenges.

Demonstrating ethical behavior is essential for earning employees' respect as a new supervisor. Set the tone by upholding organizational values and professional codes of conduct. Make principled decisions and take responsibility for your actions. Promote transparency by explaining the rationale behind directives. Invite respectful debate to incorporate different viewpoints. Disclose and recuse yourself from any perceived conflicts of interest. Lead by example - if you take shortcuts, so will your team. Confront unethical actions directly rather than ignoring them. Reward those who demonstrate integrity. Employees will emulate your behavior, so what you model matters deeply.

Being part of a strong culture starts with common goals and beliefs. I believe most people want to be part of a winning culture.

Bisschen "träumerisch". Unternehmen sind keine Kirchen oder NGOs. Sie wollen Gewinne machen, Konkurrenten (durch bessere Produkte/Betreuung/Preise) ausbooten oder zu Kooperation bewegen. Viele Unternehmen sind soweit, dass der Kunde eher ausgebootet wird (ich könnte hier namentlich Banken, Grossverkäufer, Fluggesellschaften oder Versicherungen nennen...). Nein - zu hoch gegriffen mit diesem Masstab. Sonst müsste ein ernsthafter Vorgesetzter das Unternehmen wechseln! Besser ethische Maßstäbe auf Vorgesetztenverhalten beschränken.

Good leaders often have the skills and humility to realize that not all of your employees are the same, and therefore need to be talked to, mentored, and directed differently. Some of your employees will want the full package of your leadership skills, some vastly less. Our best skills as leaders are determining what each employee needs and then deliver that in a manner that is beneficial to them.

One of my favorite memories is when a General Manager took the time to help me put together his office chair when it was delivered in the box. We sat down on the floor and did it together. It showed me he had humility. He took that time to get to know me and learn what I did. From that moment on he had earned the right to ask me my opinion, and the ability to ask me to go outside my comfort zone to get a task accomplished.

What works well for me, alway, is know your audience. Don't have to be best friends but listen to your team. Without a team you are alone. Build unity through trust and collaborate and learn from the team.

Approach change with an open mind rather than rigidity. Adjust leadership style and priorities as circumstances warrant. Seek input to understand challenges from your team's perspective. Provide transparency into reasons for change to ease uncertainty. Equip employees with the training and resources to develop new skills. Welcome ideas for innovation and process improvements. Model flexibility - be willing to shift your own methods in response to feedback. Foster resilience by encouraging experimentation without fear of failure. Celebrate small wins during transitions. An adaptable supervisor who helps their team navigate ambiguity will gain loyalty and respect.

One thing that has always worked for my teams when speaking about changes in our business is reminding them that it’s not always the strongest that “survive” it’s those who are adaptable to change. Change is inevitable in every facet of life, both personal and professional. When your team is facing change here area a few things to strive for: Communication- make sure they are well informed and have the latest info made available to you. Communicate frequently. Vulnerability- It is okay if you do not have all of the answers, be transparent with your team and tell them that. They will feel like you are in this fight with them. Be a Buffalo- When facing a storm or challenge run straight into it. That is the fastest way to get through it.

Don’t be a mirror !!! Stop telling them I’ll look into it , but you don’t follow up on what you said , If they ask a question and you don’t know the answer make sure you follow up with somebody that does , and then relay it back to the troops , Set a good example always be positive, Always take a crew member aside if you need to discuss something that they might have done wrong , never embarrass them in front of others Never yell shout swear because as soon as you do that they shut down and don’t listen

Set the example and never lie. Trust is the easiest thing to lose and the hardest thing to regain. Lead your team the way you would want them to lead you.

To earn respect as a new supervisor, one approach is to invest in learning about your team's ongoing projects and individual skill sets during your initial weeks. This focus on understanding, rather than immediately asserting your vision, demonstrates a respect for their expertise that is often reciprocated.

One trait that is often not talked about when we discuss competency is consistency. Our teams not only need us to be competent, they need us to be consistent. Consistent with our approach, our message, how we work through problems and how we advance our teams objectives. We need to set the standard and live it every single day. Make the message about consistent imperfect actions to drive the business forward, oftentimes our teams think we want perfection and that has a tendency to restrict thier actions. I’ll take imperfect daily actions vs inconsistent perfection all day long. Set the standard, live the standard and watch your team evolve.

I have found familiarising self with the team members on personal level within workscope maintaining professionalism is an initial step. It is helpful to learn about the working environment. Instead of jumping in to make a change, trying out or facilitating the existing methods of operation is crucial in my belief. This way, one can help the team members transition from whatever isn't working(way that the team are used to and are comfortable) to something that can work without making them feel threatened out of their comfort zone. The steady process as well as the result will show that one can be trusted as a supervisor to lead a team. As I believe it is always work in progress.

Set expectations up front. The supervisor-supervisee relationship is inherently hierarchal yet supervisors have a responsibility to ensure the relationship is one that is a psychologically safe and trusting. One way to create this tone is to be upfront about what they can expect from you. Initial discussions with new supervisees should include frequency of how often you will touch base, your leadership style, how you plan to develop them, and what are your expectations of them. You should also allow space for the supervisee to discuss their expectations of you and their own professional goals. Having clear expectations and following through on your part models integrity that is seen across high functioning teams.

As a new supervisor, respect your employees and co-workers. Keep negativity quiet, and bring positivity to the workplace as well as encouraging staff to do the same. Do not ridicule or correct them in front of co-workers, but help everyone learn these skills by pointing out what one does in a positive way. If an employee has a constant negative attitude, talk with, not to, them privately, encouraging a change in attitude. Ask what you can do to help make changes, inquire if they are OK at home and/or work while helping him or her be creative with change or helping them identify resources to deal with issues. The goal is to help an employee feel good about themselves, not to bring them down.

As a supervisor Don't always ask the questions ⁉️, but when ever you learn something new specifically about the job.... Must discuss with subordinates to teach them and to learn from them.

Build Trust with your team. The Trust Quotient has 4 factors to build trust. Reliability: Your team will respect you by keeping your promises. Don't be a Yes person just to be liked as ultimately you will end up letting some of your team down if you take on too much. Intimacy: Get to know everyone in your team. Find out what their interests are and what support they need. And share details about yourself. We tend to Trust people who we know well. Credibility: Lead by example. Don't ask your team to do anything you won't do yourself. Share your PDP with them when they're sharing theirs with you! Self Orientation: Make your team your No 1 priority. It's not all about your career goals! Build Trust & you build Respect