All About Painting: Supervising Employees in the Painting Industry

Vancouver's Best Painters: Painters painting in Vancouver
Painting Vancouver With Paint is what Vancouver's Best Painters painters

Supervising Employees in the Painting Industry - Page 1/3

Vancouvers Best Painters

The supervisor's job at Canada’s Best Painters does not just involve the technical aspect of the job, but also the "people" part. This involves getting along with and motivating the employees as well as handling employee problems. Typically, crew members include both men and women of different ages and experience levels; it is amazing how differently they all think and react. It is a tremendous resource to have that kind of diversity, but it is also a challenge. The way to get the best out of such a diverse group is to listen to them, respect them, and understand their point of view.

To supervise a crew that does the best job for the company, the supervisor should be friendly to crew members but should not treat them like close personal friends. The crew members want the supervisor to be the boss, and they want to be the employees. It works better that way. When possible, share information with the crew members and encourage them to do the same with you. Shared knowledge builds loyalty and trust. Be loyal to your crew; if crew members know that you are always loyal to them, they will be loyal to you. Finally, never be too busy to laugh. Nothing helps get people through a crisis like a good laugh and a supervisor who is able to enjoy that laugh with them. At Vancouver’s Best Painters it is very important to laugh.

MOTIVATION AT VANCOUVER’S BEST PAINTERS

Motivated people will always perform better on the job. Motivation has dimension because it can be measured in terms of absenteeism, employee turnover, complaints, and the quality of work performed. The successful supervisor develops an understanding of human behavior and uses proven techniques to help motivate others. The factors listed below affect a worker's motivation:

Wages
Fringe benefits
Physical working conditions
Company policy and administration of that policy
Interpersonal relations
Supervision

If one or more of these conditions are not met, workers can become dissatisfied and unmotivated.

Another challenge for a leader is to inspire or motivate workers to put in an effort on the job that is above and beyond just doing the job. Some simple practices can be used as incentives to motivate workers to higher levels of performance. As shown in Figure 5 and listed below, the factors that help workers develop positive attitudes and act as incentives for higher achievement are:

RECOGNITION
SENSE OF ACCOMPLISHMENT
OPPORTUNITY FOR ADVANCEMENT
PERSONAL GROWTH
RESPONSIBILITY
SENSE OF JOB AND SELF IMPORTANCE
CHALLENGING WORK

Factors That Motivate And Contribute To Job Satisfaction

Recognition — Acknowledge an employee who is an achiever and give that employee
recognition for a job well done.
Sense of accomplishment — Assign tasks in such a manner that the employee sees the
contribution he or she has made toward the end result.
Opportunity for advancement and personal growth — Let the employee know what the
potentials are for advancement within the company. Work with upper management to establish differing levels of prestige (importance) within the company.

Responsibility — With each level of advancement, there is a greater degree of responsibility. Let the employee know what these responsibilities are and how they benefit the employee and the company.
Sense of job- and self-importance — Reinforce the importance of the job and the value
of the individual.
Challenging work — Whenever possible, assign work that is a step above what the
individual usually performs. Let the employees demonstrate their capabilities; most people work better when confronted with a challenge. One suggestion is to give them a challenging job without prior direction from you. This puts the responsibility on them to define what they do well, determine for themselves where they need help, and ask questions.

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