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"...This is an excellent program. I'm so glad that I stumbled on to this when researching for task management programs. Very low learning curv, quite flexible, and the price is right. Tried at least 20 other programs, either too complicated, too expensive, or poor documentation..."
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Task Supervision Checklist


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Task Supervision Checklist outlines the steps used in helping a supervisor or a group leader to undertake task controlling and monitoring. It shows the employee the direction on the tasks and lets discuss the ways to improve task performance. 6,5 Kb

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1. Give clear instructions and check understanding for tasks

  • Describe employees the final product expected in as much details as possible

Let the employees know how the product will be used so they can use this understanding in their vision of the work

  • Identify the resources available to the employees for executing their tasks (time expected, support systems, funds, etc.)
  • State your expectations about how much initiative or discretion an employee should undertake while doing the job.
  • Ask each employee to repeat your instructions so that you can check whether you communicated effectively
  • Check to see if an employee feels willing and able to fulfil his work

If not, you should negotiate with the employee and find a satisfactory arrangement for both of you.

2. Feedback to employees

  • Create appropriate climate for the conversation based on mutual trust and understanding
  • Ask an employee to show his work or let him describe the progress
  • Find the parts of the work that were done according to expectations
  • Recognize an employee's efforts and outstanding results and express your appreciation
  • Explain the parts of the work that need to be amended and explain the reasons
  • Give clear directions about what you want an employee to do
  • Make sure the employee understood you and is willing to do what you ask

If he didn't get your right, cycle back to step 2. If needed, provide encouragement.

3. Problem Solving

  • Listen attentively to employees and clarify the problem

You should identify the relevant facts and the relevant feelings of the involved employees. Then, try to clarify gap that needs to be closed.

  • Understand the underlying reasons of the problem

Ask questions to uncover causes. For instance, the questions could be: When did the problem first become apparent; What other things were going on at the time? What were people saying about, whether the problem decreases or increases?

  • Identify the most important values in the situation

Ask the following questions: What do you think is most important for the parties involved? What is most important for you? What is most important for me? What is most important for third parties which are not in the room? In this assessment include tangible values like time, money, and intangibles like feeling valued, respected, included. If necessary, make a list of the important values at stake.

  • Brainstorm possible ...

    Order 750 checklists in MS Word and PDF printable format at $49.99 USD only. BUY NOW! 

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