Imagine this: You’ve just been promoted to your first supervisory role, excited about the opportunity, only to realize you need help managing conflict, delegating effectively, or motivating your team. You’re not alone — according to CareerBuilder, over 60% of new supervisors report receiving little to no formal training when stepping into leadership. This alarming statistic highlights a significant challenge that organizations face today. We often fail to adequately prepare new supervisors for success, costing us more than we realize. For instance, many new supervisors struggle with providing effective feedback, managing team dynamics, or understanding the emotional intelligence required for leadership.
The Cost of Poor Preparation
The financial cost of poor management is staggering. In 2020, SHRM reported that organizations lost approximately $223 billion over five years due to turnover directly tied to inadequate management practices. Beyond the dollars, poor supervision leads to disengaged teams, low morale, and a revolving door of talent. In 2020, Gallup found that disengaged employees are four times more likely to leave, and with 70% of team engagement variance directly attributed to managerial effectiveness, it’s clear that strong leadership is the key to thriving teams.
Yet, according to Gallup, most new supervisors struggle; only 18% demonstrate the skills necessary to manage others effectively. These skills include everything from communication and emotional intelligence to providing effective feedback. When organizations fail to develop these skills early, then employees, teams, and bottom line pay the price.
Proactive Development: A Game-Changer for Supervisory Success
So, what can organizations do to bridge this gap? The answer is simple but requires commitment. Organizations must invest in pre-supervisory development and structured leadership programs for those stepping into supervisory roles. Below are actionable steps that can make a real difference.
> Implement Pre-Supervisory Leadership Development Programs
Waiting until someone is promoted to start leadership training is too late. Offer workshops focused on communication, emotional intelligence, learning agility, and problem-solving — all key competencies that will make the transition into a supervisory role smoother and more successful.
> Provide Structured Onboarding for New Supervisors
Transitioning from an individual contributor to a supervisor requires a fundamental shift in mindset. A structured onboarding program can equip new supervisors with the tools to manage performance, resolve conflict, and delegate effectively. Successfully onboarding new managers equips them with skills to navigate unwritten rules that can lead to manager failure. Onboarding programs should include mentoring, role-playing scenarios, and regular check-ins to offer guidance and support during the critical first year.
> Ongoing Leadership Development
Leadership skills aren’t one-and-done. Create a culture of continuous learning by providing ongoing leadership training. Programs that evolve and address new challenges as they arise help keep supervisors sharp and adaptable. ICF research shows that supervisors who receive ongoing training see a 25% improvement in employee engagement.
Building Leadership Before It’s Needed
Adopting the mindset that everyone is a leader and leads from where they are allows all employees to develop strong leadership skills. Developing leadership skills shouldn’t start the day an employee gets promoted. By nurturing leadership potential early on, organizations can create a pipeline of capable supervisors ready to manage others. According to Deloitte, when companies invest in pre-supervisory and new supervisor training, they experience significant benefits — from 37% higher revenue per employee to stronger team performance and lower turnover.
Conclusion and Call to Action
The evidence is clear that underprepared supervisors cost organizations financial and human capital. But it doesn’t have to be this way. By investing in comprehensive leadership development — starting before employees are in supervisory roles — organizations can build an engaged, effective workforce ready to lead.
Is your organization ready to bridge the leadership gap? Start today by evaluating your current leadership development offerings. Answer these two questions: 1) Are you supporting new supervisors adequately? 2) Are you nurturing leaders before they move into supervisory roles? With proactive steps and shifting our leadership development approaches, we can change the trajectory for new supervisors, setting them — and their teams — up for lasting success.
Deadra Welcome is the Founder and Principal Consultant of Concerning Learning LLC., where she elevates workplace culture by focusing on team cohesion, diversity and inclusion, and leadership development. Using a unique blend of instructional design, facilitation, and coaching techniques, Deadra creates tailored solutions for improved organizational performance. Using her 27 years of federal government service and nearly 30 years in the culture and performance industry, she strives to make learning extraordinary and create spaces where everyone belongs and thrives.
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