Shift Supervisor Struggles: Low Morale, Pressure, Absenteeism - Essay Sample

Introduction

Ever since I took over responsibilities as a shift supervisor at the Bad Teddy Bear Manufacturing Company, it has become evident that the team of thirty individuals under my management faces various challenges. Regardless of how uncomfortable it might be for any supervisor to acknowledge, it is undisputable that members of my team are suffering from issues of low morale and pressure to perform. Also, the department's management has to deal with issues of absenteeism from two employees. Absenteeism from these employees has become a big problem for this team as it has never been addressed; thus why it needs to be resolved quickly. Furthermore, one of the longest-serving employees is threatening to quit due to being bypassed concerning promotions while another who is a single mother is only available for several hours regardless of her enthusiasm to work. Hence, as such issues affect the performance of my team, as the person-in-charge, I recommend the following solutions to start fixing these issues.

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Low Morale and Performance Pressure

The most immediate problem is the issue of low morale and performance pressure. Such aspects are directly related to the management and leadership of the previous supervisor. However, rather than crying over spilled milk, setting SMART goals would significantly improve employee morale. SMART goals give employees a sense of direction which makes it easy for them to set their goals (Denka, 2009). Setting goals provides employees with a challenge as well as the energy needed to pursue such goals (Denka, 2009). Thus, by setting goals and achieving them, employees acquire a sense of accomplishment which consequently boosts morale.

Secondly, giving feedback and recognition is another way of improving morale. It is crucial that all my co-leads should focus on providing employees with feedback about their work and consequently reward good work. Rewards can be offered in the form of monetary as well as non-monetary incentives such as vacation trips sponsored by the company. Giving feedback and recognizing employees makes them feel wanted and appreciated hence boosts their morale and depicts the difference between a leader vs. manager (Denka, 2009). An increase in employee morale would translate into improved performances thus eliminating the pressure to perform.

Employee Absenteeism

Another problem is the issue of employee absenteeism. While one employee always comes in late, another one is accustomed to calling in sick. As the issue has never been addressed, it has become a problem well known to all persons under my supervision. As a result, I recommend that all my co-leads should create an employee attendance policy. An attendance policy would explicitly outline to the employees the company's expectations concerning their attendance behavior and the resultant disciplinary actions to be taken in case of failure to adhere to the policy (Kocakulah et al., 2016). The policy should clearly define the different types of absenteeism to avoid any loopholes which would justify unwarranted absence from work.

Nonetheless, creating an attendance policy without strict enforcement would merely work to propagate the problem. Therefore, all my co-leads should closely monitor the employees by recording all instances of absenteeism daily (Kocakulah et al., 2016). They should also seek detailed explanations accompanied by the necessary evidence to validate the reasons for absenteeism (Kocakulah et al., 2016). In the absence of valid accounts or proof, all co-leads should not hesitate to reprimand employees accordingly.

Promotion Issues

Moreover, one of the employees is threatening to quit the organization due to being bypassed concerning issues of promotion despite working for the firm for fourteen years and being well experienced. Although the aspect of promoting employees is dependent on the types of leaders, by merit of having worked for the firm for fourteen years and being well experienced, this particular employee deserves a promotion (Kosteas, 2011). However, the employee is not preferred for advancement by his/her colleagues due to issues of generational differences such as technological know-how and a slow work rate. Hence, to avoid concerns of favoritism or discrimination, my co-leads should conduct a SWOT to determine the suitability for promotion of this particular employee. The review would help to evaluate various factors such as the employee's performance, abilities, and educational as well as technical qualifications (Kosteas, 2011). As a result, we can determine whether or not the employee would be able to handle new tasks and responsibilities that come along with a higher rank.

Maternal Issues

Another issue which needs attention regards a new employee who is a single mother. Despite her devotion and enthusiasm concerning working for Bad Bear Manufacturing Company, the single mother faces various challenges such as childcare issues which force her to leave work early or problems with her vehicle breaking down which leaves her stranded. Such challenges negatively affect the organization as it still pays salaries regardless of reduced working hours for the single mother as she either leaves early or arrives late. Therefore, this particular problem can be resolved by introducing flexible work schedules. The single mother can be allowed to work from the comfort of her house or any other place which she deems fit (Kocakulah et al., 2016). Moreover, she can also be permitted to report or leave work at any time depending on her personal as well as professional needs for a particular day (Kocakulah et al., 2016). Another option is the flexibility to work part-time which means she would work for specific days every week (Kocakulah et al., 2016).

References

Denka, A. (2009). Boosting Employee Morale: Luxury or Bottom-Line Concern in Today's

Economy?. Corporate Finance Review, 14(2), 16.

Kocakulah, M. C., Kelley, A. G., Mitchell, K. M., & Ruggieri, M. P. (2016). Absenteeism

problems and costs: causes, effects and cures. The International Business & Economics

Research Journal (Online), 15(3), 89.

Kosteas, V. D. (2011). Job satisfaction and promotions. Industrial Relations: A Journal of

Economy and Society, 50(1), 174-194.