Supervision is all about tailoring your style to meet the needs of your staff. Every group in the world is generally split into four groups; 20% - 40% - 30% - 10%.
20% — Consult, Don’t Crowd
Our 20%s are superstars, no need to supervise them. We tend to serve more as consultants.
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Give autonomy and outcome guardrails.
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Ask for quick demos of work in progress; remove roadblocks.
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Tap them as mentors or peer trainers.
40% — Coach to the Next Level
Our 40%s are very good at what they do. We don't necessarily supervise them, but rather coach this group.
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Set clear stretch goals and feedback loops.
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Offer targeted resources (courses, shadowing, cross-training).
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Recognize progress publicly to reinforce momentum.
30% — Teach with Structure
Our 30%s need more teaching than anything else. Our goal with this group is to bring them up to at least the 40% level, maybe one day to 20% status.
10% — Supervise Closely and Document
Then there's the 10%. We supervise this group intensely. They tend to be the anchor in any organization. Every fiber in their body is negative. Successful Supervisors document this individual/group in order to allow them the opportunity of looking for another job.
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Set explicit expectations, timelines, and consequences.
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Document behavior and performance consistently.
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Provide fair opportunities to improve; if no traction, partner with HR on next steps.
Quick Supervisor Checklist
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Have I identified who’s 20/40/30/10 on my team—by role, not just overall?
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Do my 1:1s reflect the right style (consult/coach/teach/supervise)?
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Are goals and job aids crystal clear for the 30% group?
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Is there documented feedback and support for the 10% group?
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Am I growing the middle (30→40) and protecting my stars (20)?
FAQ
Is the 20–40–30–10 split exact?
No—it’s a heuristic. The point is to tailor supervision to current capability and commitment.
Can people move between groups?
Absolutely. With coaching and clarity, many in the 30% become 40%—some even 20%. Conversely, neglect or unclear expectations can drag performance down.
How often should I reassess?
Quarterly works well—sooner if roles or goals change.
