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%.
Our 20%s are superstars, no need to supervise them. We tend to serve more as consultants.
Give autonomy and outcome guardrails.
Ask for quick demos of work in progress; remove roadblocks.
Tap them as mentors or peer trainers.
Our 40%s are very good at what they do. We don't necessarily supervise them, but rather coach this group.
Set clear stretch goals and feedback loops.
Offer targeted resources (courses, shadowing, cross-training).
Recognize progress publicly to reinforce momentum.
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.
Provide step-by-step job aids, checklists, and practice reps.
Pair with a 20% mentor and schedule short, frequent check-ins.
Aim to lift them into the 40% tier within a defined window.
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.
Set explicit expectations, timelines, and consequences.
Document behavior and performance consistently.
Provide fair opportunities to improve; if no traction, partner with HR on next steps.
Have I identified who’s 20/40/30/10 on my team—by role, not just overall?
Do my 1:1s reflect the right style (consult/coach/teach/supervise)?
Are goals and job aids crystal clear for the 30% group?
Is there documented feedback and support for the 10% group?
Am I growing the middle (30→40) and protecting my stars (20)?
No—it’s a heuristic. The point is to tailor supervision to current capability and commitment.
Absolutely. With coaching and clarity, many in the 30% become 40%—some even 20%. Conversely, neglect or unclear expectations can drag performance down.
Quarterly works well—sooner if roles or goals change.