Simply put, the person who assigns tasks to employees to achieve business goals is the supervisor, and the person who completes the work according to the tasks arranged by the supervisor is the employee. It is not difficult to see that the supervisor is the organizer and coordinator of the team, while the employee is the executor responsible for the specific business. Of course, the supervisor is not necessarily a simple manager, and sometimes he may undertake some specific business. But the supervisor can't just focus on "doing his job well" and ignore the guidance to employees, or just assign tasks blindly, without monitoring the progress and considering whether the goal can be achieved as a whole. These are not the performances of a competent supervisor. So, what is the responsibility of the supervisor?

In my opinion, a supervisor has three main responsibilities. Let's have a look.

The first duty is to unify employees' thinking. Simply put, it is to let employees identify with the company's business philosophy, values and development ideas. Before major events and after important meetings, do a good job of ideological mobilization to keep employees' personal values and goals consistent with the company. For employees who have concerns about individual thoughts or do not recognize the company culture, they can find the root of the problem through individual communication and do a good job in ideological guidance and explanation.

The second responsibility is to communicate the deployment work. For the development plan made by the company leaders at the management meeting, the supervisor should not convey it to the department employees intact, but should "digest" it first, then transform the leaders' intentions into the specific ideas and measures of the department, and then convey and arrange the deployment to the department employees. For example, the company leaders put forward the task of "doubling the company's sales next year" at the meeting. As a supervisor, when deploying work, we should consider how to convey the task objectives to employees, how to carry out specific operations in the work, how to assign work to employees and so on. Only when employees truly understand the purpose, significance and importance of doubling sales, coupled with a clear division of responsibilities, employees will immediately take action to implement the decision. If employees don't take action, it means that the supervisor hasn't done his duty.

The third responsibility is the rational use of talents. The supervisor should have a clear and comprehensive understanding of the specialty of the employees in this department. When arranging the deployment work, let each employee do his or her job, give full play to the potential and advantages of employees, and make the whole department complete the task with high efficiency and high quality.

Therefore, the supervisor should not only know how to unify employees' thoughts, learn to convey the spirit of the meeting and deploy the work, but also know the expertise of each employee, so as to maximize the role of the team. If there are problems in any link, there will be problems such as unclear goals, inconsistent ideas and unreasonable division of labor among employees, which will lead to poor workflow and low work efficiency.

Secondly, how to improve the enthusiasm of employees? Many executives may have such troubles. What should the department staff do if they idle around all day and don't care about their work? In view of how to improve the enthusiasm of employees, the author gives three suggestions in the book:

First, enhance the command and charisma of the supervisor. Some newly promoted executives will feel that they are promoted by performance. So after the leader deployed the task, he worked harder and was too busy to communicate with the employees. Actually, this is not right. Team work, only one person can't finish the task. We need everyone's active cooperation and joint efforts to achieve the effect that one plus one is greater than two. Therefore, the supervisor should be a good commander in the team, enhance personal appeal, and mobilize the enthusiasm of each employee to complete the work objectives. If employees can complete the task well, they will have more confidence and enthusiasm for work, so as to perform better in the next task.

Second, do a good job of "meticulous guidance" and "humanistic care." For new employees and employees with low working ability, the supervisor should give detailed guidance so that employees can feel the cohesion of the team; Give timely care and sympathy to employees who encounter difficulties or family changes, let employees feel the warmth and care of the team, increase the sense of belonging of the team, and work harder in the team.

Third, set work goals for employees. By setting work goals, employees' work enthusiasm can also be improved and employees can be motivated to work spontaneously. Another advantage of supervisors' using work objectives to manage employees is that it is convenient for supervisors to evaluate or examine each stage according to the progress of employees' completion, so that employees have pressure and motivation to catch up with the goals at work. It can be seen that as an excellent supervisor, besides discovering the advantages and specialties of employees and doing a good job in Bole, he also needs to be a good navigator of employees to ensure that employees always move in the right direction.