Provide constructive and timely feedback regarding supervisee's job performance (e.g., coding, analysis skills, report writing, professional demeanor, publications, ensures end product is of highest quality, pays attention to detail, communicates effectively, etc.)
Communicate clear deadlines for project-related tasks.
Provide the opportunity for supervisee(s) to discuss the deadline, related deadlines, timing, and resources.
Ensure timely e-mail communication with colleagues and supervisees.
Address performance concerns directly and timely.
Initiate feedback from collaborators/colleagues re supervisee performance.
Professionalism
Maintain proper professional boundaries.
Display credo behavior.
Demonstrate that you have enough job knowledge to make decisions about their work.
Let your supervisee know when they have done a good job.
Be aware of relationship between your supervisee and collaborator, your supervisee and other supervisees within department, and support suggestions (or take actions) that are meant to correct existing problems. Work with supervisee to define underlying issues and seek resolution.
Ask if your supervisees have the necessary materials and equipment available to perform their job.
Autonomy
Encourage your supervisee(s) to try new ways of doing their job.
Consider supervisee's input on project priorities and deadlines.
Annually
Make sure the performance evaluation is useful in helping your supervisee improve their work performance.
With input from supervisee, prepare objective development goals for the new performance year.
Include team/group/unit goals in development goals.
Practical suggestions
Rounding
Meet with the person you supervise almost every week. At least every other week, ask him/her the following, among other things:
How are things going?
Do you have the technical support you need?
How is your workload?
Are there any problems with priorities of different projects?
Are there any problems working with any investigators?
Are you getting sufficient variety in your work and do you have sufficient challenges?
Can you think of anything the department can do to better help you or that the department could improve in how it operates?
Learn how to be firm but gentle. Make sure you say what is on your mind but do it in a polite fashion with sensitivity towards the person's feelings.
Encourage supervisee(s) to be receptive to change and new ideas.
Give your supervisee tasks that require 1-2 times as much understanding as she currently has. This is how growth occurs. Take time to explain things. This requires significant time up front but saves time later by having your supervisee better equipped to extend what you are able to do.
Recognize your supervisee privately and before co-workers, colleagues and/or collaborators. Consider sending a hand-written thank you note, which is simple yet powerful.
Mentoring
Communicate information from the monthly faculty meeting and other committee meetings.
Review goals and objectives to ensure on track.
Encourage your supervisee's career growth. Employees who do not attend one training per quarter will be assigned training by supervisor. Growth is part of VPES evaluation.
Provide opportunities to improve their professional knowledge and job skills.
Ask if your supervisees are satisfied with the training they receive.
Review the CME report and attendance at seminars, clinics, grand rounds.
Successful supervisors generally
Communication
incorporate humor into their work and interactions
are active listeners
use good coaching techniques
communicate regularly and directly
provide timely feedback (positive or constructive)
Professionalism
practice kind assertiveness
set a positive tone early and regularly
deal with under-performance early
ensure consistent treatment and non-favoritism
are personally well organized
practice good time management in their own work
are decisive and give clear instructions
are advocates for the supervisee to those outside the department
are accepting of suggestions
provide back up to supervisee if unrealistic priorities are set by others
are not afraid to apologize
are not afraid to admit mistakes
address problems quickly (don't let problems fester)
set high standards
Autonomy
give credit for successes and take blame for failures