Working Out Of Class Supervisor Self-Analysis

Working as a manager can be challenging. As a manager, you are dealing with a variety of situations and each one requires a unique solution.

As a Working Out of Class Supervisor, one challenge that I faced was being in the position of managing my peers. I had to earn their respect and trust to be their supervisor. This was handled delicately and dependent upon each situation. In some situations, I had to address the issue in a group setting. In other situations, I had to address them on an individual basis.

When suddenly managing your peers, you need to be confident yet humble. A manager should never forget what it is like to be a front-line worker. You need to be sensitive of others feelings when you make the transition from peer to

This person was under another manager and felt that as long as they were here before their manager, they could come in whenever they wanted. In addition, when their manager was out they would not tell me when they needed an extended lunch and such. I met with the individual and asked if there was something going on that I needed to know about. They stated that everything was fine. I then asked if they were uncomfortable coming to me. They stated that they were not. At that point I reiterated that they needed to advise me of their schedule when their supervisor was not in. From that point forward, there was not an issue. It was a situation that needed to be handled individually and had a positive

I respond well to a manager that hears my concerns and values my opinions. I appreciate having a say in policy and procedures. This is what helps define my management style. My style of management offers clear direction, expertise in the job and can offer guidance as needed. I believe in being supportive of my employees and their decisions. I believe that managers should capitalize on the uniqueness of each employee. You need to discover the abilities of each employee and integrate them into your system. By doing this, you can turn their talent into performance. This may require constantly tweaking roles to capitalize on the uniqueness of each person. I believe in sometimes looking outside of the box. Sometimes we need to create ways to capitalize on the skills of our workforce that are non-traditional. By doing this, we increase performance and employee satisfaction. When you carve out roles, you take advantage of the person’s natural abilities. Overall, I have a variety of management styles all tailored to the situation and task at hand. I believe that things run smoother when we all work