Starting a supervisory role can be both exciting and daunting. According to top insights from founders and CEOs, being a great supervisor starts with recognizing your own limitations and prioritizing clear communication. In this article, experts share twenty-two invaluable insights, beginning with the importance of admitting you do not know it all and concluding with the necessity to handle conflicts with calmness and understanding. Discover the essential tips that can transform new supervisors into effective leaders.
- Admit You Do Not Know It All
- Build Personal Relationships with Team
- Set Up Regular One-On-Ones
- Lead with Empathy
- Ask What They Need from You
- Be Patient with Team and Yourself
- Understand Each Team Member's Perspective
- Learn How to Do Team's Job
- Leave Room for Error
- Learn Unspoken Dynamics and Networks
- Lead by Example
- Lead with Your Ears
- Prioritize Clear and Open Communication
- Recognize Effort, Not Just Results
- Resist Shaking Things Up Immediately
- Be the Bridge to Bigger Picture
- Prioritize Open Communication and Transparency
- Balance Empathy and Decisiveness
- Embrace a Continuous-Improvement Mindset
- Invest in Team's Growth
- Do Not Assume Anything
- Handle Conflicts with Calmness and Understanding
Admit You Do Not Know It All
One piece of advice I have for all new supervisors is—admit that you do not know it all. For a long time while growing my business, I was pretty much working on my own. That unconsciously enforced in me a habit of doing everything on my own, be it recruitment and employee management, marketing, client engagement—even dealing with clients personally. But when I shifted gears and transitioned to a new sub-sector, I realized that not all of my knowledge is transferable, and that some processes cannot be done by myself. Instead of trying to do everything, it's better to rope in the experts and let them guide you.
Manasvini Krishna, Founder, Boss as a Service
Build Personal Relationships with Team
If there's one tip I'd give to a new supervisor, it's to build personal relationships with the people you supervise. In my experience, taking the time to connect with your team on a personal level makes your job easier and more rewarding, and helps your team see you as a supportive leader rather than just a boss. One of the best ways to do this is simply by going out to lunch together. Getting out of the office creates a relaxed, informal space where people feel free to open up about more than just work.
During these conversations, you get to learn about their hobbies, family lives, and goals, which may seem small but makes a big difference. You start to see your team members as unique individuals rather than just “employees.” This understanding improves your leadership because you know what truly motivates each person and can support them in ways that matter to them.
The benefits go both ways. When your team sees that you care enough to spend time with them, they feel valued and respected. This builds trust, and that trust is essential for a strong team culture. When challenges arise, your team will be more willing to go the extra mile because they know they're working for someone who genuinely cares.
This personal connection creates an open line of communication. People are more comfortable approaching you with concerns, suggestions, or feedback, knowing they're seen as more than just employees. They know they can count on you, and you know you can count on them, which strengthens morale and builds loyalty.
The bond you build with your team becomes a foundation you can rely on, especially during tough times. In high-stress situations, people are more responsive to leaders they trust. That mutual understanding helps you navigate challenges together and keeps everyone grounded.
So, my advice to any new supervisor is this: put in the effort to connect with your team. Whether it's through a casual lunch or a quick chat, show them you care about them as people. This relationship will create a positive, motivated, and loyal team that sees you as more than just a boss because they see you as a real person too.
Joe Forte, Co-Founder, D-MAK Productions
Set Up Regular One-On-Ones
Set up regular one-on-ones with your team members! It's important to be proactive about building relationships and ensuring they have what they need to succeed. This regularly scheduled meeting ensures you're taking enough time to coach and mentor them when needed.
Theresa Balsiger, Vice President of Candidate Relations, Carex Consulting Group
Lead with Empathy
Lead with empathy. Focusing on performance metrics and goals is easy when stepping into a supervisory role. Still, the key to building a successful team is understanding and supporting the people behind the work.
Empathy means listening to your team members, understanding their needs, and recognizing that everyone has different strengths and challenges. Fostering an environment where people feel heard and valued boosts morale and creates a space where creativity and collaboration can thrive. This is especially important if you want to encourage innovation and out-of-the-box thinking, which is the foundation of entrepreneurship.
Make it a habit to check in with your team regularly—not just on work progress but also their well-being. Be open, approachable, and willing to offer guidance when needed. As a leader, you're managing tasks and mentoring and empowering individuals to do their best work.
When you lead with empathy, your team will feel more motivated and loyal, and that sense of trust will translate into better performance, creative solutions, and long-term success.
Danielle Hu, Founder, The Wanderlover
Ask What They Need from You
My top advice for new supervisors is to start by asking their team one powerful question: "What do you need from me?"
This question sets the tone for a collaborative, supportive environment. As a supervisor, your goal is to empower your team, and this question communicates that. Focus on their needs to build trust, improve morale, and gain insights into how you can help them succeed. This is a simple but impactful approach that has helped me lead effectively and foster a positive, high-performing culture within my own business.
Jay Barton, CEO & Founder, ASRV
Be Patient with Team and Yourself
The first tip from the experience of new supervisors is to be patient, both with the team and with oneself. As change into leadership comes with loads of learning, one will have to listen more and speak less in the very beginning. Time will tell you each team member's strengths and motivators; thus, you can be an effective leader. For example, I found that if weekly check-points were scheduled, it provided my team with a forum to share their concerns openly, which cultivated trust over time. Patience promotes better relationships and helps new supervisors create an inviting, supportive environment.
Tornike Asatiani, CEO, Edumentors
Understand Each Team Member's Perspective
Entering a supervisory role can be challenging, but my experience taught me the critical importance of empathy and communication in leadership. My number-one tip for new supervisors would be to invest time in understanding each team member's perspective and communicating expectations.
This can help in building a conducive work environment that promotes cohesion and productivity. For instance, I have found regular one-on-one catch-ups to be a great way to stay relatable with my team. It also gives me the advantage of proactively addressing individual concerns and developing tailored professional growth plans.
Establishing this two-way communication channel fosters an atmosphere of trust and respect, ultimately driving the team towards shared goals. Remember, supervisory roles do not just demand leadership; they require empathetic and effective communication.
Rosario Maccarrone, Director & Head of Student Services, OPIT
Learn How to Do Team's Job
As a new supervisor, one essential tip I would offer is to take the time to learn how to do your team's job. This may seem daunting at first, but the benefits are significant and far-reaching.
Understanding the tasks and responsibilities of your team enhances your credibility and builds trust. When team members see that you have a grasp of their work, they are more likely to respect your leadership and feel valued in their roles. This knowledge fosters open communication, allowing you to set clearer expectations and provide more relevant feedback.
What's more, being familiar with the intricacies of your team's responsibilities enables you to identify challenges and solve problems more effectively. It allows you to step in during peak times or when someone is absent to maintain workflow continuity.
Empathy is yet another key benefit. When you know the challenges your team faces daily, you can support them more sincerely and effectively. Ultimately, learning how to do your team's job positions you as a leader who is engaged and invested in their success. By making this effort, you not only enhance your effectiveness as a supervisor but also cultivate a culture of teamwork and mutual respect.
Damien Vieille, CEO, Instent Industries
Leave Room for Error
Leave room for error in order for the team to learn. That may sound counterintuitive since, as a new manager, you want everything to be smooth and error-free. But making it clear from the start that thoughtful risk-taking and occasional mistakes are acceptable can actually help your team grow faster and take ownership of their work in a much deeper way.
For example, instead of rushing to solve problems on a whim, give your team members room to resolve problems, even if they falter a bit along the way. If something does not go right, walk them through a retrospective of what went wrong and invite them to share how they know it can be improved. It's not about deferring; it's about resilience and accountability. I'd say, instead, balance responsibility and patience—your team will grow stronger, more flexible, and more capable when they learn from small setbacks.
Adam Klein, Certified Integral Coach® and Managing Director, New Ventures West
Learn Unspoken Dynamics and Networks
This is the biggest piece of advice I would recommend to any new supervisor: invest time in learning the unspoken dynamics and informal networks within the team.
Every office has unofficial channels—how people actually communicate, who jumps in when things go wrong, even where people go for advice outside of formalities. The way we can understand these dynamics is not just about what's listed on a job description or in a formal workflow; it's about noticing the trends of influence and support that really underpin how work is done.
For example, if you notice that one team member is the person everyone looks to with technical queries even if it isn't their job, take advantage of that. Maybe you can let them take charge of some projects or they can be advisory when you're defining projects. Making better judgments is supported by this understanding, which also fosters trust among team members as they witness your respect for the actual process.
My advice to new supervisors would be to take time observing and understanding these informal dynamics before making changes, as it can lead to better team alignment and a smoother path to earning respect and support as a leader.
Anders Bill, Cofounder/CPO, Superfiliate
Lead by Example
One essential tip I would give to a new supervisor is to lead by example. In my long years in the tree-service industry, I learned that your team will mirror the standard you set. If you want them to prioritize safety, efficiency, and quality, you must model that behavior consistently. Early in my career, I realized that showing up on time, working hard, and treating customers with respect wasn't just expected; it was essential to inspire those working with me. As a TRAQ-certified arborist and business owner, I make sure that I am hands-on when training new hires, demonstrating best practices in tree care and safety protocols. This commitment ensures that our team delivers high-quality services and builds trust with our clients.
For example, during a large tree removal project in Dallas, the crew was facing some unexpected challenges with power lines. Instead of just delegating, I got involved personally, working alongside them to solve the problem while emphasizing the importance of communication with local utilities. By staying calm under pressure and showing my team how to handle the situation safely, they not only gained valuable experience but also increased their confidence. This approach strengthened our overall teamwork, and the project was completed without incident.
Amaury Ponce, Business Owner, Ponce Tree Services
Lead with Your Ears
Listening transformed my early supervision approach. Instead of immediately implementing changes, I spent the first month understanding my team's daily challenges. Our junior developers shared insights about workflow bottlenecks that no management report could reveal.
This approach yielded powerful results. Team productivity increased by 30%, but more importantly, employee turnover dropped significantly. One developer later shared how this listening period made them feel genuinely valued and invested in our company's success.
My advice? Lead with your ears, not your voice. New supervisors often rush to prove themselves through changes. Think of it like website testing—understand user needs before making updates.
Harmanjit Singh, Founder and CEO, Origin Web Studios
Prioritize Clear and Open Communication
New supervisors need to prioritize clear and open communication. In my experience, effective communication is key to building a cohesive and motivated team. Make sure to set clear expectations, share goals, and provide consistent feedback. It's not just about telling your team what to do but helping them understand why their work matters and how it fits into the bigger picture.
Regular check-ins, both formal and informal, can help address potential issues early, recognize achievements, and keep everyone aligned. Listening is equally important—actively listen to your team's concerns, suggestions, and feedback. This not only helps you identify areas for improvement but also shows your team that their opinions are valued, which fosters trust and respect.
Encourage a culture of collaboration where team members feel comfortable sharing ideas and asking questions. A supervisor's role isn't just to manage tasks but to inspire and guide the team toward success.
Ben Wieder, CEO, Level 6 Incentives
Recognize Effort, Not Just Results
New supervisors should focus on recognizing effort, not just the final results. Celebrating big wins is great, like hitting a sales target or completing a major project, but it's the everyday effort that gets you there. Noticing those smaller moments, like when someone steps up during a busy time, stays late to meet a deadline, or supports a teammate who's struggling, can change the dynamic of your team. It shows people that their consistent hard work is valued, not just their big achievements.
The key is to keep it genuine and specific. Instead of just saying, "Good job, team," try, "I noticed how you handled that tricky client call; it made a big difference." Simple moments like this show that you're paying attention and that their effort matters. When people know their hard work is seen, they're more likely to keep giving their best, and that's how you build a stronger team.
Spencer Romenco, Chief Growth Strategist, Growth Spurt
Resist Shaking Things Up Immediately
The most important advice I would give to a new supervisor is to resist the temptation to shake things up as soon as they get there.
I see this a lot. People who are new to the job and are on a mission to leave their mark. So, they change things before they understand how the new place works.
That's why I believe that new supervisors should give themselves at least one month to get to know how things work, connect on a personal level with their team, and understand their ambitions. Once you know all this, you can use this information to motivate them and change things together. So, you won't be one person fighting the system, but a team working together to do better!
Alexandru Vasile, CEO, Against Data
Be the Bridge to Bigger Picture
New supervisors should get comfortable with being the bridge between their team and the bigger picture. Many can get caught up in the day-to-day tasks and immediate demands, but a good supervisor helps their team see how their work connects to the larger goals. This means taking the time to explain why certain projects matter, what impact they'll have, and how each person's role contributes to the end result. Beyond simply assigning tasks, it's important to help your team understand the "why" behind what they're doing. When people see the purpose behind their work, they're more likely to take ownership of it, which makes your job easier in the long run.
Daniel Vasilevski, Director & Owner, Bright Force Electrical
Prioritize Open Communication and Transparency
Stepping into a supervisory role for the first time can be as challenging as it is exciting. The most crucial tip I'd give to a new supervisor is to prioritize open communication and create an environment of transparency. I have seen how a culture of open dialogue fosters trust, encourages employee engagement, and boosts overall performance.
When I took on a managerial role for the first time, I made it a point to keep my office door metaphorically open, encouraging my team to voice their ideas, concerns, and suggestions. That way, they felt valued, heard, and motivated to deliver their best. Remember, effective supervision is not just about driving results but cultivating relationships as well.
Linda Moore, Head of HR, Slipintosoft
Balance Empathy and Decisiveness
One crucial piece of advice I'd give to a new supervisor is to find the balance between empathy and decisiveness. I've witnessed how leadership is not just about asserting authority. Empathy plays a crucial role. It helps you understand the unique strengths and weaknesses of your team, leading to stronger team dynamics and better project outcomes.
However, empathetic leadership should not translate into indecisiveness. When I was the driving force behind over 1,000 projects, prioritizing decisiveness ensured we stayed within project timelines while maintaining the quality of the product. Remember, a good leader knows when to listen and when to take decisive action.
Embrace a Continuous-Improvement Mindset
Embrace a continuous-improvement mindset. This approach is at the heart of lean principles and can significantly enhance team performance and efficiency.
Start by fostering a culture where team members can identify inefficiencies and suggest improvements. Encourage open communication, and make it clear that their insights are valuable. Regularly hold team meetings or brainstorming sessions to discuss challenges and solicit feedback on processes. This collaborative environment not only boosts morale but also leads to innovative solutions.
Utilize tools like the Plan-Do-Check-Act (PDCA) cycle. Begin by planning an improvement, implementing it on a small scale, checking the results, and acting based on your learning. This structured approach allows for manageable changes and helps the team learn from each step.
Finally, lead by example. Demonstrate your commitment to continuous improvement in your daily activities. When your team sees you actively engaging in this process, they'll be more likely to adopt the same mindset. By instilling a culture of continuous improvement, you'll enhance efficiency and empower your team to strive for excellence.
Andrew Moore, Director, Rubicon Wigzell Limited
Invest in Team's Growth
As a CEO who built a global ed-tech company, my essential tip for new supervisors is to invest in your team's growth. Provide opportunities for them to develop skills that advance their careers and passion for their work.
For example, at my company, we partner with leading course providers to offer employees access to over 10,000 courses. Team members have pursued certifications in areas like data science, UX design, and management. This fuels motivation and helps ensure we have the expertise to achieve our goals.
Another key is empowering your team by delegating responsibility and trusting their judgment. Early on, I struggled with letting go of control, but I learned that autonomy and ownership drive performance. Now, directors and managers shape their team's priorities and projects. People thrive when given the freedom to work creatively.
Finally, get to know your team personally. During one-on-ones, I ask about their lives, families, and personal interests outside of work. This builds understanding and connection, so you can support them through challenges and help their careers evolve in a way that aligns with what they value most.
Ahmad Elzahdan, Co-Founder & CEO, Audo
Do Not Assume Anything
I advise a new supervisor not to assume anything.
Every team has its own history—conflicts, misunderstandings, established interpersonal dynamics, friendships, and shared successes that shape its character. When combining this history with your observations and feelings, making judgments or rushing opinions can be tempting. Don't do that. Assumptions lead to misguided conclusions, predisposing you either positively or negatively toward certain people, creating an inaccurate picture of situations, or even laying the groundwork for future biases. Inadequate assumptions undermine trust and can negatively impact team atmosphere and collaboration.
Instead, prioritize objectivity. Approach each situation with an open mind and seek clarification when needed. If you are not sure, ask—never guess. Avoiding assumptions pushes you to communicate clearly and directly, ensuring everyone is on the same page. Going further, communication allows an understanding of each team member's personality, strengths, challenges, and work style. Moreover, when you clarify and seek input rather than assuming, you foster a culture of openness and learning where everyone feels comfortable asking questions and voicing concerns.
Nina Paczka, Career Expert & Community Manager, MyPerfectResume
Handle Conflicts with Calmness and Understanding
The first thing I'd tell any new supervisor is this: conflict is unavoidable, but how you handle it can make all the difference. Don't run away from it or ignore it. Instead, when conflict arises within your team, step in promptly and calmly. Be a mediator and create a safe space for open communication.
Remember, it's important to understand both sides of the story. So, listen carefully to each team member's point of view. This will help you identify the root cause of the conflict and work out a fair solution.
Lastly, treat every conflict as a learning opportunity. It will not only help you become a better leader, but also improve the overall team dynamics. So, stay patient, stay fair, and keep your cool. That's how you manage conflict effectively.
Scott Chesarek, Co-Founder, J&S Transportation
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