Youth workers rely on their supervisors for support, structure, information, and guidance. How can you be sure you are providing your team with what they need to be successful?
Set Clear and Fair Expectations
Make sure people understand the expectations and limitations of their roles. This will avoid a lot of confusion and wasted time. Don’t play favorites; that’s the quickest way to cause resentful feelings and dissention in your staff. All workers must be held to the same set of standards.
Have Set Procedures in Place
It’s not fair to expect front line staff to make it up as they go along. By providing clear procedures and policies, you can avoid inconsistencies and problems that arise because of bad judgment. In addition, staff will feel more comfortable implementing the procedures knowing that the agency will back them.
Make Sure Staffing and Resources Are Adequate for Program Needs
Maintaining staffing levels can be challenging, especially for programs with high turnover. However, staffing shortages effect employee morale, program quality, and may also be a safety issue. Check with staff regularly to ensure that they have the supplies and materials they need to provide a quality program. Don’t expect them to foot the bill for supplies themselves. That’s unfair and is only going to cause resentment.
Provide Appropriate Staff Training Opportunities
Feeling ill equipped to help kids can lead to frustration and stress within your team. Be sure to in-service your staff regularly regarding youth-related issues so they feel properly prepared.
Give Staff Frequent Job Performance Feedback
Without information about how they are doing, staff often feel like their contributions are unnoticed or unimportant. Positive feedback lets people know they are on the right track and reinforces positive job performance. Likewise, constructive criticism helps people identify weaknesses and gives them suggestions for improvement.
Be Available for Problem-solving.
Maintain an open door policy and make sure your staff views you as flexible and approachable. Your team should feel comfortable coming to you when difficulties arise that they can’t handle on their own. If they are afraid to ask for help, you miss the opportunity to help them improve, and you will be out of the loop regarding problems that may be looming on the horizon. You don’t want to be the last to know.
Support and Stand Behind Your Staff
When your workers make decisions or give consequences, be sure to back them up. Don’t be the kind of supervisor who reverses your staff’s decisions when a kid or parent complains; that will leave your staff members feeling angry and powerless.
Encourage Risk-taking
Good ideas come from people who feel free to think outside the box. Support your staff’s attempts to try new ideas and activities, even if some of them fall flat. The result will be a sense of creative energy and enthusiasm for making your program great. If staff members are hesitant to try new things because they fear the repercussions if things don’t work out, your program will grow stale and predictable. Be sure to give public credit when staff come up with ideas that really take off, and encourage effort with kind words even when things fall short.
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