Supervising and Supporting Frontline Team Members: Strategies for Effective Training and Motivation

This report discusses key elements of front-line task about the organization which has hired new staff members. It highlights how the training and induction of them will be conducted by the team leader and what information would be conveyed in their induction. Further, it discusses how they would assist with staff integration in the working environment and how motivation will be encouraged towards their achievement of team and organizational goals.

SUPERVISE AND SUPPORT
FRONTLINE TEAM
MEMBERS

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
Organizing and overseeing the induction and initial training......................................................3
Information about organization and job which would be conveyed in induction........................4
Assistance of new staff with integration of new team environment............................................6
Encouragement and motivation towards the achievement of team and organizational goal......7
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
This report will aim at key elements of front-line task about the organization which has
hired new staff members. It will discuss how the training and induction of them will be
conducted by the team leader and what information would be conveyed in their induction.
Further it will highlight how they would assist with staff integration in the working environment
and how the motivation will be encouraged towards their achievement of team and
organizational goals.
MAIN BODY
Organizing and overseeing the induction and initial training
Induction training is the term which refer to professionals in human resource which is
conducted for training of employee (Bunger and et.al., 2019). Basically it is type of introduction
which allows newly hired employee to learn the ropes of the new job or position and work
towards it easily. Getting into the new organization and working in it can be anxious at time but
effective programme improve anxiety. Conduction develops the facility to learn more about the
organization terms and policy which is essential for individual to understand and ways of
working as well as meeting new colleagues. Initial training refers to training required at
beginning of work, such methods are used for newly hired individual in which the training
discuss all the task and activities which to be performed by them and discuss their roles and
responsibilities.
Many organizations conduct the induction to address the employee about the job and
organization policies. The induction and training is essential part of the organization because by
induction they improve their knowledge and training support them ability to learn new things and
improve the productivity and efficiency of employee. Training is the beneficial part for employee
in which they can clear their doubts and troubles which they are facing as new employee in the
environment. The process of induction support the member for better understanding about
company culture and values. It allows them to set clear expectations regarding with performance
and behaviour. Once induction is completed in workplace it will be easy for them to adjust and
adapt the expectation, values and goals of entity (Xu, Loi and Chow, 2020).
Moreover, employee induction is the first step of welcoming employee to the entity and
aligning them with their suitable roles. While working as team leader for new hired employee the
induction will be conducted on the basis of checking their activity and behaviour with others in

the working culture how they deal with the situations at front checkout of the store. As a team
leader first I would interact with them and encourage the social interaction with team and discuss
the organization goals and missions. I will manage an effective induction programme which
covers employee training. Most of them may not be familiar with the new role at workplace but
proper induction will provide the source of information to them about what is to be done. Wile
the role of front working is essential to deal with amount of customers. In similar way I will
provide the training which would discuss their job roles and how the work is to be done. On the
basis of their training I would be analysing their working performance and interaction of them
with each other in working environment (Waithaka and et.al., 2020).
Social interaction with each other is significant to working more freely in organization. It
is important for newly hired employee to be provided with the information to the purpose of
direction of values to organization. For new starter it engaged them in appearance and feel part
of the business as whole as well as it promote the positive contribution to the company goals and
vision. While overseeing their training, provide them regular feedback so that they get to know
about their mistakes and provide solutions to them. New starter takes time to make proper use of
resources in his job role but with the help of training their learning capability increases. In the
organization will implement the training more flexible and task oriented as well as ongoing.
Managing them in team and guiding with learning methods and focusing more the teamwork so
all of them will interact with each other and get create the better engagement at workplace.
Information about organization and job which would be conveyed in induction
For the information regarding organization I would convey the organization policies and
procedure. The induction will be formal in which they will be provided about the basic
information of company which would be background of company, current position, leaving
policy and some beneficial program which would be also the part. Working at the front checkout
point is the major term which should and the employee should be able to deal and manage with
all the situations. I will utilize the training procedure to encourage them in the most appropriate
way by which feel relaxed at work and work more efficiently. As being team leader I would
conduct their training in suitable terms so that their job satisfaction, retention and performance
will reflect positively towards organization (Escrig-Pinol and et.al., 2019). Organizing the group
meeting for introducing with existing members and make themselves comfortable at workplace.

Further I would discuss what are the organization policies such as working hours,
profitable services provide to the employee, the aim and objective for which the company work
for etc. it is also important to provide feedbacks and reviews of the employee so that they will be
more suitable with working environment and to raise their concerns with any kind of issues. The
positioning and success growth of organization is need to concern with employee whereas
working as team leader by induction will provide them with information of what is the purpose
of company. Also, what are the current position of the company what are benefit programs etc.
such all the above mentioned as well as specifically the number of employee working in current
position. The current position and past performance evaluates the negative and positive outcomes
of entity (Safavi and Bouzari, 2020). Thus, information about organization carry all the previous
and current data which shows the positive outcomes of company. Further, in the process of
induction the process execute as what we are performing in culture and describe them about the
same in which they have to perform.
For Job the purpose would be to describe the working procedures and the task which is
performed by them at the checkout activities. I would try to convey and cover all the relevant
information regard to the job roles and for the new people so that they can easily address their
works. The development of relations of working in team would be essential so that they can
work more effectively with each other. While discussing company performance and the
positioning the customer and products are the key aspect to be considered. After getting to the
job role as team leader I will explain about the job description and role to member for working
on the checkout at front of store. The job description is consisted of all role and responsibilities
and what kin of work is followed in the company and the most important factor is the working
hours timings.
After that explaining about the product and customers which is the most significant point
to be concern. For describing about the customer relations and the quality of service is provided
by us (Schwatka, Goldenhar and Johnson, 2020). To make them ensure about the customer
which drive to successful business operations. Further, how many employees are working in
each department and how they are engaged in work as motivated workforce develops the
successful work culture. Overall, defining the essential role and duties to them, and they will able
to work much better while working as team they can develop more skills. Although, working at
checkout point requires the better work culture as it reflect to the customer point of views and

getting the significant feedbacks. Also, providing them with personal feedback influence their
working as well as working in new culture will require lot of attention which would be provided
initial training period. The training for them concluded all the task activity, and they can raise
their doubts and issues and as leader of team I will solve their issue in the efficient way.
Assistance of new staff with integration of new team environment
There are few strategies which can be involved in assistance:-
 By sharing the value that brings to the practice- To share the value, that is important
for the team members to know why the company chose this particular person out of all
the applicants. Introduction and sharing the capabilities to the team of the new employee
in a meeting or through email. Will ask about their special talents and what their role will
be in the practice.
 By building the relationship and uplift the communication- Positiveness and
confidence is the first step to build the relationship at workplace. To uplift the
communication with other team members (Carnevale and Hatak, 2020). I will schedule
weekly team meetings and some time will arrange some activity to bridge the gap
between them.
 By make learning fun- The instruction and direction on the new tasks, duties and
responsibilities can be overwhelming. I will do my best to make learning a fun activity,
like will arrange some business game.
 Free and relaxing environment- Adding someone to the team is exciting. To ease their
tension as a first day, I will ask some fun questions to make them comfortable. After this
will introduce them to the team and connect the team with the new face in the office. Can
assign someone to take them around the office and introduce to whole department.
Helping the new staff to move with the company's culture (Gagné, 2018.). This is a stress
free way to familiarize everyone with the new addition to the team.
 Fitting into a new culture- It can be difficult for the new employee to fit into the new
culture and environment. Sometimes that can be stressful experience for the new staff.
Still, they will not hesitate to approach their new colleagues.
 Mentoring- To assign a mentor to the new employee, if they have additional questions
when I am not available here. They may be more comfortable in asking questions to co-
worker instead of any senior. This also give chance to work together and become friendly

at workplace. Providing the mentor increases retention, because of the mentor's ability to
help with learning the ins and outs of the job. Being prepared by having everything
scheduled also helps with employee retention. Will meet the new employee at the end of
the day, during the first week to ask about their feedback. Helping the new employee by
encouraging group lunches.
 Duties- As a leader I will assign the duty to new employee, give the keys, badges and key
cards to them of their particular desks and explain the security of them. Ask them to
ensure an organized, clean and neat workspace and maintain the office supplies.
Encouragement and motivation towards the achievement of team and organizational goal
To achieve great results, organization should be constantly thinking about the ways
which can motivate and inspire the team (Ikram, Sroufe and Zhang, 2020). Encouraging and
promoting teamwork can boost up the productivity, because it helps employee to feel more
engaged to their tasks. When the company combines the energy, knowledge and skills of
motivated group of people, the team can accomplish anything which they set in their mind.
There are few points through this motivation can apply to the team:
 Providing them with a pleasant place to work- Everyone wants to work in an office
environment that is clean and refreshing. That makes them feel good and helps them to
work properly as they want. Motivation towards the team for helping them to achieve the
goal is to make sure installing a water cooler, the employees can easily remain hydrated
throughout the day. Cleaning is also important for the employee to work properly and
peacefully. With this kind of office environment team can work smoothly and higher
chances for achievement.
 Foster collaboration within the team- Some employee does not feel that their input is
appreciated. By encouraging the members of the team to fully participate by inviting their
inputs. It helps employees to come together to work as a team it helps to achieve tasks
sooner without any delay. This help employees to stay motivated for achieving their goal.
To build the trust between the team and encouraging employees to be honest with each
other.
 Providing support- As a team leader will provide an opportunity for the team and
individual team member to develop and try the new approach. Which can help in build up
the team motivation and helps them to accomplish their goal.

 Showing appreciation and value- Every member of the team needs to feel they are
respected, appreciated and valued, for the motivation this is necessary to show in an
organization. By recognizing their inputs, commitment and efforts shows that they are
valued and the work really does matter.
 Setting up the clear goal- As a supervisor I will not only guide improvement in
employee performance, but also will actively help them to strengthen the business. By
aligning staff's work with the company's broader short-term and future goals. When the
employees understand how their individual role and responsibilities to the higher picture,
they are often more focused and motivated to achieve the goals. Employees should have
abilities to reach their goal on time (Leidner, Gonzalez and Koch, 2018). During this part
of goal setting, I will consider any limitations that might stand in the way of the
employee hitting the achievement. Goal setting in the workplace can range from
performance achievement to professional development ambitions.
 Feedback- For the motivation in the team, will give each employee a feedback on the
progress they are making towards a goal accomplishment. Feedback helps employees to
know about their performance, like how their work is going on.
CONCLUSION
From the following report it has been executed while working as team leader and
managing the induction and training of new hired employees. It had been discussed how the
training and induction of them will conduct while working as team leader. Also, it has been carry
out the what factors are discuss about organization and job role. The organization information is
consisted of the company history, current positions, leaving policy etc. Further it concludes that
highlight how they would assist with staff integration in the working environment and how the
motivation has encouraged towards achievement of team and organizational goals.

REFERENCES
Books and journals
Bunger, A.C. and et.al., 2019. Elucidating the influence of supervisors’ roles on implementation
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Carnevale, J.B. and Hatak, I., 2020. Employee adjustment and well-being in the era of COVID-
19: Implications for human resource management. Journal of Business Research. 116.
pp.183-187.
Escrig-Pinol, A. and et.al., 2019. Supervisory relationships in long‐term care facilities: A
comparative case study of two facilities using complexity science. Journal of Nursing
Management. 27(2). pp.311-319.
Gagné, M., 2018. From strategy to action: transforming organizational goals into organizational
behavior. International Journal of Management Reviews. 20. pp.S83-S104.
Ikram, M., Sroufe, R. and Zhang, Q., 2020. Prioritizing and overcoming barriers to integrated
management system (IMS) implementation using AHP and G-TOPSIS. Journal of
Cleaner Production. 254. p.120121.
Leidner, D.E., Gonzalez, E. and Koch, H., 2018. An affordance perspective of enterprise social
media and organizational socialization. The Journal of Strategic Information
Systems. 27(2). pp.117-138.
Safavi, H.P. and Bouzari, M., 2020. How can leaders enhance employees' psychological capital?
Mediation effect of person-group and person-supervisor fit. Tourism Management
Perspectives. 33. p.100626.
Schwatka, N.V., Goldenhar, L.M. and Johnson, S.K., 2020. Change in frontline supervisors’
safety leadership practices after participating in a leadership training program: Does
company size matter?. Journal of safety research. 74. pp.199-205.
Waithaka, D. and et.al., 2020. Prolonged health worker strikes in Kenya-perspectives and
experiences of frontline health managers and local communities in Kilifi
County. International journal for equity in health. 19(1). pp.1-15.
Xu, A.J., Loi, R. and Chow, C.W., 2020. Can taking charge at work help hospitality frontline
employees enrich their family life?. International Journal of Hospitality
Management. 89. p.102594.

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