How to Excel as a Manager or Supervisor: Skills and Tips for Success

It may not be as much of a mystery as “which came first, the chicken or the egg?” but debating the differences between the definition of “supervisor” and the definition of “manager” can generate as much, if not more, discussion!

Here we take a look at the similarities—and very important differences—between the two roles to help provide clarity and understanding.

Understanding the differences can help you better staff your organization to achieve results by selecting the right individuals for each role and providing them with the training and experiences they need to excel in these roles.

Moving into a management or supervisory role is an exciting career step. But it also comes with challenges, as you shift from individual work to leading a team. Excelling as a new manager requires developing new skillsets around communication, motivation, delegating and more.

In this article I’ll share tips on how to thrive as a manager or supervisor. We’ll cover

Key skills needed to excel in management
Common pitfalls to avoid
Ways to motivate your team
Effective delegation approaches
Strategies for clear communication
How to resolve conflicts
Continuously developing your leadership capabilities

Mastering these areas is crucial for managing people projects and operations smoothly. Use these tips to excel in your management role right from the start.

Key Skills for Management Success

Stepping into a management role means expanding your skillset. Technical expertise in your field is still crucial. But you also need “soft skills” for supervising people. Key skills that help managers excel include:

Communication – Clearly convey expectations, provide feedback, listen actively and keep teams aligned. Tailor messages for different audiences.

Motivating – Inspire teams to high performance through autonomy, recognition, stretch assignments, incentives and professional development.

Delegating – Assign tasks transparently based on team members’ strengths and bandwidth. Provide direction but avoid micromanaging.

Time Management – Prioritize and balance your own work with supervisory duties through lists, calendars and delegation.

Decision Making – Gather input and analyze options to make sound decisions, even with limited time and ambiguity.

Conflict Resolution – Resolve disagreements constructively through open communication, compromise and keeping the team’s objectives central.

Coaching – Develop team members’ skills through personalized guidance, training opportunities and performance reviews.

Project Management – Keep initiatives on time and budget through planning, allocating resources, monitoring progress and making adjustments.

Relationship Building – Foster trust through transparency, walking the talk, and considering employees’ needs and goals.

Sharpening these abilities early helps supervise teams confidently and support their success.

Common Pitfalls for New Managers (And How to Avoid Them)

When first stepping into management, it’s normal to make some mistakes. Learning from errors is part of your growth. But avoid early discouragement by being aware of a few common pitfalls new managers face:

Doing too much yourself – Don’t get stuck working IN the business so much that you neglect working ON the business. Delegate more.

Not transitioning mindsets – Shift your focus from individual work to team oversight and support.

Lagging on feedback – Provide regular coaching and recognition to keep teams progressing.

Micromanaging – Trust your staff and avoid controlling their work too rigidly.

Isolating yourself – Stay connected with staff at all levels to understand issues and stay grounded.

Neglecting time management – Block your calendar for management work like 1:1s, training and planning.

Trying to be too likable – Find a balance between approachability and authority.

With self-awareness, you can catch yourself exhibiting these tendencies and course correct. The strategies in this article will help avoid stumbles.

Motivate Your Team to Excel

One key to excelling as a manager is learning to motivate staff. People have diverse needs and respond to different incentives. Ways to provide motivation include:

Set clear expectations – Ensure employees understand goals and how their work drives success.
Enable growth – Provide training and cross-training for skills development. Support growth paths.
Recognize achievements – Praise wins publicly and privately. Highlight exemplary work in meetings.
Empower teams – Involve staff in decisions affecting them. Trust their expertise. Allow autonomy in work approaches.
Use incentives judiciously – Understand what motivates each person – compensation, perks, flextime, remote work options, etc.
Assign stretch assignments – Help ambitious employees build skills through challenging special projects.
Model enthusiasm – Let your passion about your work and the team’s mission be contagious.
Listen attentively – Understand individuals’ needs and aspirations to unlock motivation.

Tap into each employee’s inner drivers. An energized team channels its talents fully into the organization’s shared mission.

Master Effective Delegation

You can’t juggle all tasks yourself. Learning to delegate well lets you focus on top priorities while ensuring work gets handled. Strategies for effective delegating include:

Match assignments to skills – Consider strengths, growth goals and bandwidth when doling out work.
Set clear expectations – Ensure employees understand deadlines, quality standards and messaging needed.
Define authority – Provide necessary decision-making power within agreed guardrails.
Check for understanding – Have team members explain the task back to you. Ask questions to clarify.
Avoid micro-managing – Resist urge to control process. Empower staff to determine approach.
Offer support – Be available for advice if needed. Periodically check progress.
Recognize effort – Thank employees for taking on responsibilities and praise work done well.

With improved delegation skills, you’ll gain time to focus on broader management priorities.

Clearly Communicate with Your Team

Clear communication makes managing teams easier. It reduces ambiguities about expectations that lead to missteps. Tips for communicating effectively as a manager include:

Explain context – Help staff understand how their role contributes to organizational goals.
Be transparent – Openly share business updates and reasons behind decisions.
Listen actively – Let staff share ideas and concerns without interruption.
Provide early feedback – Don’t wait for formal reviews to offer praise and constructive suggestions.
Use multiple channels – Leverage email, chat, intranet, team meetings, one-on-ones and more.
Communicate consistently – Set regular times for team meetings, all-hands updates, and walking the floor.
Adjust your style – Tailor how you communicate to each employee’s preferences.
Watch non-verbals – Be aware of your body language and tone. Stay open and engaged.

Frequent, open communication fosters a transparent, trusting team environment. This reduces misunderstandings that can impede progress.

Resolve Conflicts Constructively

Conflicts are inevitable when managing teams. Diverse perspectives can lead to disagreements. Refrain from avoiding conflicts or reacting emotionally. Instead, use these steps to resolve issues:

1. Have a private discussion – Don’t address conflicts publicly at first. Discuss one-on-one to understand all sides.

2. Let each person talk – Give teammates time to fully explain their viewpoint without interruption. Listen sincerely.

3. Find common ground – Identify shared goals and interests. Reinforce you’re all on the same team.

4. Brainstorm solutions – Encourage creative problem-solving for a resolution both sides feel good about.

5. Agree on next steps – Decide on a plan to address the conflict and move forward together. Document action items and owners.

6. Follow up – Check-in with team members later to ensure the conflict stays resolved. Address any lingering concerns.

Handling conflicts constructively models communication skills and strengthens team cohesion.

Continuously Develop Your Management Skills

Striving to continuously improve will help you excel as a supervisor. Look for opportunities to expand your leadership repertoire.

Take on new challenges – Seek stretch assignments to build new capabilities.
Study other leaders – Observe and learn from executives and managers you admire.
Attend training – Sign up for webinars and seminars to keep your skills current. Consider certificate programs.
Read leadership books/articles – Stay on top of the latest management trends and advice.
Get a coach – A professional coach can help you identify growth areas and develop new competencies.
Request feedback – Ask your team, peers and boss for suggestions on improving your management approach.
Reflect on experiences – What lessons can you draw from handling roadblocks and team interactions each day?

Strong managers never stop learning. Continually expanding your leadership skills paves the way for future opportunities.

Start Your Management Journey Strong

The switch into management marks an exciting new chapter filled with growth possibilities. Approach your supervisory role with an openness to learn. Seek feedback. Study other respected leaders. Invest in developing your capabilities.

Most importantly, remember your team’s success is now your success. Focus on enabling your staff to do their best work. With dedication to honing your management proficiencies, you will excel at leading people to thrive and achieve organizational goals.

excelling as manager or supervisor

How They are Similar

Supervisors and managers are similar in that both positions are responsible for leading others and motivating teams to accomplish goals and objectives.

They both delegate tasks to subordinates and are responsible for planning team activities to achieve goals. Both roles are also at a higher level than frontline employees and, therefore, receive high pay for their more challenging responsibilities.

There are some important differences between the two roles, however.

How They are Different

Managers are at a higher level in the organization than supervisors. There are some distinct differences between the two roles.

Managers have a higher level of authority than supervisors. They are charged with making decisions about what needs to be done to meet organizational goals, for establishing high-level expectations, and ensuring that supervisors and their departments meet those expectations.

Supervisors’ decision-making authority is limited to directing the work of employees to achieve the goals as established by their managers.

Supervisors are responsible for overseeing the day-to-day tasks and activities of employees, but managers set the expectations and desired outcomes for those activities.

Managers are responsible for the overall management of resources including employees and budget—they decide how those resources are to be used.

Supervisors follow the manager’s directions and are responsible for ensuring that employees are productive and effective in achieving their goals.

Because of their higher level of authority and responsibility managers may receive a higher salary than supervisors. Supervisors, based on their performance, may be promoted into manager-level roles which would be considered a promotion.

Managers establish the objectives required to meet organizational goals and communicate those objectives, and related expectations, to supervisors.

Supervisors are charged with carrying out and overseeing the work of employees to meet these objectives.

5 Skills You Need To Be A Good Supervisor

What are the responsibilities of a manager and a supervisor?

Managers and supervisors both shape the culture of their workplaces and the work environment their teams experience. They fulfill administrative roles and require a range of skills to lead effectively. These professionals also provide instructions to employees and oversee their work. Additional responsibilities of managers and supervisors include:

How do supervisors and managers manage progress?

Supervisors and managers may evaluate their own progress while monitoring the performance of their teams. Below are some tips for managing progress: Understand the difference between important and urgent tasks to prioritize effectively. Define your productivity deliverables and take action for success.

How do supervisors and managers solve behavioral problems?

Supervisors and managers are usually responsible for regulating any the behaviors and attitudes of their teams in the workplace. They may focus on solving several types of problems, such as conflicts between employees, performance issues, harassment or discrimination. You can solve behavioral problems by following these tips:

Why are managers and supervisors important for a business?

Managers and supervisors are important for a business because they help it stay productive and meet its organizational goals. They’re often in charge of creating pleasant and effective work environments. It can be helpful for these professionals to understand what they can do to handle their responsibilities efficiently.