SUPERVISOR'S ROLE

1. Student employees have unique characteristics that distinguish them from regular staff. Consequently, they may require a different style of supervision than that used for other employees. The major difference is that student employment is incidental to a student's principal responsibility (i.e. they are students first and employees second). Student employment represents an important financial resource to assist students in earning funds to offset the cost of a college education.
2. Often students will have a closer and more long-term relationship with their work supervisor than with any other individual faculty member or advisor on campus. The supervisor can be a key figure in the student's college experience and their personal growth.
3. Many students need to be trained in how to be effective employees. Some arrive with little or no job experience. They need direction in proper office etiquette and establishing good relationships with co-workers. Other students have had a career and are thoroughly familiar with how to conduct themselves on the job. This vast disparity in backgrounds makes it impossible to describe one single effective style of supervision for students. Clearly defined expectations, patience, and flexibility help to make the student employee successful.
4. In most organizations, supervisors can do little about the tangible rewards for work. It's true that they can sometimes fire a person and completely take away the tangible rewards, but by and large, upper management makes the decisions about wages, vacations, and fringe benefits. On the other hand, no matter what management decides about the intangible rewards, these cannot be provided without the help of a supervisor. Some of the things that a supervisor can do in almost any organization that make a critical difference in the work climate are:
   1. Get to know your people. Offer a friendly greeting at the beginning of each workday; talk to them occasionally about outside interests. Let them know that you care about them as individuals.
   2. Give clear assignments. Get their input about the job; be sure employees have a chance to ask questions about the work that's being assigned.
   3. Follow-up. After assigning work, be sure that it's being done correctly.
   4. Give plenty of feedback. Let people know if their work is on or off the track. Expect new workers to make some mistakes. When the performance is off the track, assume first that the instructions were not clear, and clarify the expectations.
   5. Don't ignore non-performance. As soon as you realize someone is not doing the job, check to see what's happening. Let the worker know that you expect performance.
   6. Praise workers who do what's expected of them. A paycheck is not sufficient for a job adequately done. It's easy to praise exceptional work, but you should be grateful and recognize employees who regularly perform their work adequately.
   7. Don't throw tantrums and scream at employees without thinking about it for at least and hour. It doesn't hurt at all to let employees know what they've done has really upset you, but routinely screaming only irritates people and is not particularly effective.
   8. Remember that the most important intangible part of the work climate is a healthy sense of self-esteem. When workers feel good about themselves, about the company and the work they do, it will be much easier to get cooperation from them.
   9. If your employee has direct exposure to the public, you might want to consider how appropriately your student worker should dress. They should dress in the same manner as do other workers who deal directly with the public.