Train new supervisors properly without an HR department or formal training program
You’ve just promoted someone to supervisor, they’re eager to succeed, and they’re looking at you expectantly. “So… what now?” You realize you have no idea how to train them properly.
In big companies, new supervisors go through formal training programs, have HR support, and get mentorship from senior managers. In your 35-person operation, “training” means handing them the keys and hoping they figure it out.
That’s not their fault – it’s not your fault either. But it’s definitely your problem when untrained supervisors struggle, teams suffer, and good people quit.
Small Companies Need Supervisor Training More Than Big Ones
Large companies can survive bad supervisors because they have layers of management and formal systems. In small companies, a poorly-trained supervisor can derail entire operations.
The challenge: You need supervisor training that works without an HR department, fits into operational schedules, and actually teaches the skills that matter in small industrial companies.
The Cost of Untrained Supervisors:
70% higher employee turnover under untrained supervision
45% more safety incidents in first six months of untrained supervisors
$25,000-$40,000 impact per untrained supervisor in lost productivity
Why “Figure It Out” Training Doesn’t Work
The External Problem:
Inconsistent Leadership Across Your Operation Each supervisor develops their own management style through trial and error – Some work out, others create problems, and nobody knows which approach will work until it’s too late.
The Internal Problem:
You Feel Responsible But Unprepared – You know your new supervisors need training, but you don’t have the time, expertise, or systems to provide it properly. You’re setting them up to struggle, and it keeps you awake at night.
The Philosophical Problem:
Good People Deserve Good Training You promoted these people because they had potential – They deserve the training and support necessary to succeed in their new roles, not a trial-by-fire approach that sets many of them up to fail.
Practical Supervisor Training That Works in Small Companies
Step 1: Focus on the Essential Skills First
New supervisors learn the core competencies that matter most: building trust, having difficult conversations, and solving problems with their teams rather than for their teams.
Step 2: Use Micro-Learning That Fits Operations
Training happens in short, focused sessions that don’t disrupt operations. Supervisors learn skills they can apply immediately rather than theoretical concepts they might use someday.
Step 3: Create Ongoing Development, Not Just Initial Training
Support continues beyond the first few weeks. New supervisors have access to ongoing guidance, problem-solving resources, and skill development as challenges arise.
What Proper Supervisor Training Creates
Your newly-trained supervisors:
- Handle common leadership challenges with confidence instead of guesswork
- Build trust with their teams from the beginning rather than having to recover from early mistakes
- Know when to solve problems themselves and when to escalate to you
- Create team environments where people want to work and perform well
- Grow into leadership roles instead of just occupying supervisor positions
Give New Supervisors the Training They Deserve
The PeopleWork Core Essentials program provides the supervisor training your small company needs – practical, focused, and designed for real industrial operations.
$995 sets new supervisors up for success instead of struggle.