Assisting employees is part of being an effective supervisor. If an employee is not working fast enough, I feel that the supervisor should assist the employee. This shows that the supervisor is interested in helping the employee and also interested in quality goods and services.
On the contrary, not helping the employee can signify that the manager thinks he or she is better than the employee and above him and her. This can cause resentment and establish a sense of animosity and distrust of the supervisor. It is good to have a positive relationship between supervisor and employees. The employee who feels that he or she is able to go to a supervisor for help will be more inspired to perform well at work and will probably be a better, more reliable employee. This also shows more of an egalitarian leadership style, which works better than an authoritarian style .

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By the supervisor assisting the employee, the manager is also showing that he or she values customer service and is also interested in things being done right. It is also a sign of compassion and empathy for the employee. I feel that the atmosphere of a workplace is also established by the people who are at the top and in charge. If other employees see that a supervisor is stepping up and helping an employee out, then that is setting a good example for other workers to follow. I feel that other workers will feel that they should be helping one another as well, productivity therefore rising .

However, there should be a limit to the supervisor’s assistance. If the employee is constantly working too slow, then the supervisor should not always step in and help. The employee needs to learn how to get things done on one’s won, too. The employee also needs to learn good time management, have a solid organization system in place, and not expect other people to always bail them out.

For the most part, supervisors should assist employees. This shows an egalitarian leadership style and that the supervisor is concerned about customers, the service, and employees. However, too much help can prove detrimental to employees, so some boundaries should be put into place.

    References
  • Clay, C. (2007, January 9). The seven characteristics of a high-performing team. Retrieved from SparkNET: http://ezinearticles.com/?The-Seven-Characteristics-of-a-High-Performing-Team&id=413346
  • Hughes, R. L., Ginnett, R. C., & Curphy, G. J. (2015). Leadership: Enhancing the lessons of experience (8th ed.). New York : McGraw-HIll.