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Long debated, training supervisors is no longer a luxury, it’s a requirement. And companies large and small are discovering this fact the hard way- in the courtroom. Supervisors are agents of your company and therefore expose the organization to unlimited liabilities and litigation. Left untrained, they can wreak havoc with the company’s bottom line.

A single lawsuit against one of your supervisors can literally take your company from operating in the black, to operating in the red. And for small to mid-sized companies this is a sure way to end up in the bankruptcy court. Sadly, here are three ways supervisors and companies today just don’t get it.

(1) Employees Now Have Access to Technology

There was a time when employees had to rely heavily on the Human Resources (HR) department to help them understand their rights under employment law. Not anymore. That day is long gone. Over the last decade the internet has leveled the playing field. Today, employees can get access to the very best law libraries in the country without leaving their house.

While they may not be able to decipher the law in great detail, they can find out enough information to bring a charge against the company. Technology has taken access to employment laws out of the hands of the few, and literally put it in the hands of millions.

(2) Employees Are Now More Sophisticated

Employees today study the actions of supervisors then surf the net and conduct their own research. In days of old, the supervisor had free reign to do whatever they chose. And if workers didn’t comply with their instructions (even ones deemed unlawful) they were dealt with severely, up to and including being terminated. Not today, workers are challenging the actions of supervisors when they feel their rights have been violated. From improper interviewing questions such as “are you married,”‘ to sloppy write-ups that embellish and exaggerate material facts that will be central to winning a lawsuit against the company.

(3) Litigation Is Very Expensive

In my experience, one of the hardest things to get supervisors to understand is that litigation is very expensive. When a lawsuit is filed by an employee against a company, it will go beyond small claims where you pay a small fee to have your case heard. Lawsuits for sexual harassment, retaliation, age discrimination, violation of privacy, improper interviewing questions, disabilities, and wrongful termination (to name a few) often drag on for years, thus costing the company a fortune to litigate. For many small to mid-sized companies it is the fast lane to bankruptcy.

Is There A Better Way?

Yes and its simple. Get all your supervisors into training immediately. Set training as a core requirement before, during, and after their appointment. Then, initiate a yearly supervisors’ summit where you explicate to your leaders the importance of understanding and following company guidelines and policies. Remember, there is nothing “super” about these individuals “vision.” Underneath that suit of clothes beats the heart of a real person who, more often than not, truly wants to do a great job for your company or organization. Therefore, you must help the supervisor live up to the organization’s expectations. There’s no hidden mystery here; Supervisors must be trained.

Summary

Supervisors are agents of your company and therefore expose the organization to unlimited liabilities and litigation. Left untrained, they can wreak havoc with the company’s bottom line. Therefore, you must explicate to your leaders the importance of understanding and following company guidelines and policies. How? Through a constant and ever vigilant supervisors’ training program.

© 2009 Cubie Davis King. All rights reserved.