Supervise vs. manage: What’s the difference?

Are a supervisor and a manager the same? Not quite. The terms supervise and manage are nearly synonymous, but there are clear differences between managers and supervisors as professional roles. Both supervisors and managers oversee others, but the scope of these jobs is different. Where a supervisor addresses the how of a job, a manager establishes what needs to be done. This guide explains the similarities and differences, offering tips for top-level professionals who want to guide their supervisors up the ladder into management roles.

What is the difference between a manager and a supervisor?

Supervisors are hands-on employee coaches who offer training, feedback, encouragement, and direction to workers on their team. A supervisor often performs many of the same tasks as other employees while maintaining a supervisory role with more responsibilities. Supervisors lead their teams, but they don’t make decisions. If there’s a problem on the floor, supervisors will step in to assist by instructing other employees on the established course of action and offering hands-on help. They make sure the job gets done on time and in compliance with the company’s guidelines and standards of quality.

Managers are tasked with decision-making. In a large company, managers may oversee just one of many departments, but their choices will still affect the entire organization. In a small business, such as a restaurant, managers may make key decisions on the floor that immediately impact the supervisors and employees working beneath them. Managers establish the structure, workflow, hierarchy, and job duties for everyone working beneath them. They determine what needs to get done, when, and by whom. If there’s an issue, the manager will determine whether they need to adjust the deadlines, processes, procedures, or team.

Who is a supervisor responsible for?

Supervisors are responsible for the employees who work on their team. Depending on the size and scope of the company, a supervisor may oversee everyone on staff at a given time, or they may work with a particular team. For example, a store supervisor might oversee everyone in the boutique. A warehouse supervisor in a large facility may work with just one or two teams while other supervisors on the floor handle different areas.

Who is a manager responsible for?

Managers are responsible for directing and overseeing supervisors and employees, but they typically do so with a more hands-off approach. Managers are responsible for maintaining both internal and external relationships, but they may have little contact with individual employees on the floor. In addition to managing their department or store, they’re also responsible for communicating with vendors, business partners, clients, and customers.

Duties of a manager vs. supervisor

Managers and supervisors have different roles, but they’re alike in several ways. Both are leadership roles that position the employee over front-line workers. This means they need similar skills, including exemplary communication, attention to detail, organization, problem-solving, and time management.

Supervisors’ responsibilities

Supervisors are the glue that holds team members together, facilitating a smooth and effective working environment. They’re responsible for coordinating employees both individually and as a team.

Key responsibilities for a supervisor include:

• Setting goals
• Establishing deadlines
• Maintaining the workflow
• Monitoring employees’ day-to-day performance
• Training new employees
• Providing feedback and mentoring to help employees succeed
• Drafting performance reports
• Enforcing company policies and procedures
• Handling employee questions and requests
• Drafting employee schedules
• Providing staff with the materials and equipment they need to complete their tasks
• Addressing customer comments, concerns, and complaints
• Elevating complaints or other communications to managers as needed

“Supervisors are the glue that holds team members together, facilitating a smooth and effective working environment.”

Managers’ responsibilities

Managers have a higher position than supervisors, yet they still have a supervisory role. They’re responsible for planning, organizing, establishing objectives, and motivating others to achieve the company’s goals. 

Key responsibilities for a manager include:

• Outlining or revising the workflow
• Prioritizing tasks
• Assigning new projects
• Establishing the structure of the department or company
• Implementing company-wide initiatives in larger organizations
• Assigning projects and determining organizational objectives
• Recruiting and hiring employees
• Promoting or demoting staff members
• Establishing teams and team culture
• Developing and managing financial plans
• Overseeing and communicating directly with supervisors
• Handling complaints or communications that escalate above the supervisor

Equipping strong supervisors

Supervisors are often promoted from the ranks of front-line workers. Since a supervisor will continue to work on the ground with other employees, it’s essential that they understand all the ins, outs, processes, and procedures of the job they’re overseeing. Often, the best way to make sure this happens is to promote from within and turn your best employees into supervisors.

If you have your eye on a potential supervisor, there are a few essential skills that you should look for or train them in. Strengthening these areas will turn great front-line employees into outstanding supervisors who will motivate, encourage, and mentor others.

Leadership

Leadership is a type of social influence that motivates others to improve their performance, meet goals, and turn visions into reality. Employees with a strong sense of leadership will naturally inspire those around them. This can be used to the advancement or detriment of the team, but good supervisors will always use their leadership to further the mission and vision of the company.

Delegation

While supervisors should know how to perform every task of front-line workers, they shouldn’t spend their day exclusively on these. Good supervisors know how to delegate. This means identifying others’ strengths and assigning jobs appropriately.

Communication

Supervisors need to have excellent verbal and written communication skills. It’s crucial for them to clearly convey expectations, needs, and assignments to others. Employees who speak authoritatively, provide clear instruction, and offer excellent mentoring to their team members are primed for a promotion to a supervisory role. 

Workplace safety

Supervisors are tasked with ensuring workplace safety. This means that they’re thoroughly versed in all the proper restrictions, responses, and procedures. You can prepare employees for a supervisory role by providing advanced safety training as it applies to your business and work environment.

Problem-solving

Supervisors are front-line problem solvers. Depending on your business, this could involve utilizing spatial reasoning skills to optimally load a truck, skillfully diffusing a tense customer situation, or expediting restaurant orders to overcome a delay in service. This is another area where advanced training within the scope of your company can help prepare front-line employees to step up and become great supervisors.

Elevating supervisors to management positions

Outstanding supervisors are often well positioned for a management role. This is especially true of workers who complete a degree program or other course of study while in your employment so they can advance their career. Finding an appropriate management position for these employees can help you retain valuable workers who already have a deep understanding of the industry, as well as the culture, values, and mission statement that are unique to your organization.

You may notice that a supervisor is ready for a move to management when they:

• Have finely honed coaching skills
• Demonstrate big-picture strategic thinking 
• Facilitate complex conflict resolution
• Showcase creative problem solving
• Have expertise in the industry that lends itself well to major decision-making responsibilities

With a keen eye on potential leaders in your company, you can identify the professionals who are best positioned to become supervisors or managers. Keep developing your talent, and there’s no limit to what they can do.

More tips for building strong teams in the workplace:

Focus on team building in your organization to ensure optimal performance from every employee.

Keep a keen eye on internal talent so you know when it’s time to promote within your organization.

Help your employees build essential skills to create an outstanding, well-rounded team that’s poised for greatness.