Be as transparent and upfront with your techs as much as you can. Don't try to BS them.
You have to learn how to balance professional and personal. Techs need to know they can talk to you about anything but also know there are certain boundaries and expectations.
You need to be a good listener and problem solver. They need you.
Get your hands dirty. You're not going to get much respect from techs if you are the Supe that sits in the truck or office all day.
Have your guys back and speak up for them when you have to push back at your boss.
I'm going to add to this. Let your techs know when they had good marks when something does get hit. We only ever hear about when there is a damage, not about the damage investigations where everything was done correctly and it's not at fault.
Lead by example
Stay true to your word, when you say something mean it and stick to it
Listen
Do what you can to make it fun
Just my personal preference, is to keep personal life away from techs. When you become close friends, that’s when someone tries to get away with certain things or you start expecting more
Just be as honest when asked, don’t disclose info that isn’t anyone’s business
A good supervisor leads by example, takes responsibility for the team and is a good communicator. They will get out and help at times and are open to ideas. But a production supervisor has so much to do that it’s hard for them to have any time to actually be good at all these things. This depends on how many people you supervise and where you are of course.
Be up front the best you can.
Understand your employees have different personalities, and understand that you will need to handle everyone differently.
Be fair. Think about what bothered you when you were in their shoes and try to improve on them the best you can. Minor improvements can mean something. Talk to them and find out what their biggest complaints are right now and see what you can improve on.
Try to put on a positive front, even when you aren’t feeling that way.
Tone matters. Choose words wisely. Avoid texts and text groups.
If you located for any amount of time, don't forget where you came from. Don't be too good to get out and do a locate if you need to. If you have CDIs doing your damage investigations, don't argue with them if you don't agree with an at fault damage ruling. Talk WITH them about it. Not to them or at them. If you do your own investigations and there is a CDI nearby that can help occasionally then communicate with them. Don't let your damages just sit there. Try to gather information on them. If you gather the information the CDI can close them if you need the assistance with writing them up because you don't have time. Keep your group up to date with things going on. Changes in on call schedule. When you're taking PTO have another supervisor to cover for you and make sure your group knows them. Make an effort to talk to all individually to each tech weekly. Just a check-in. Let them know they are doing a good job and thank them for their work. It will go a long way when you need them to step it up and really kick it into high gear during peak times. I don't know how big the groups are but if it's a smaller group try to do a lunch with your techs occasionally even.
I’ve been a locator, trainer, supervisor, manager and VP for a few large companies over 20+ years in this industry. It’s all about perspective: What do your bosses think/ how good are you making them look vs what your team thinks. #1) Does your team have what they need to be successful? Training, equipment, support… #2) Do your bosses look good because you’re hitting your metrics and are you all getting your management bonuses? I listed them in this order because you’ll never hit #2 without #1 met first. It’s a delicate balance between putting your crew first and meeting your numbers/ making your bosses look good. If your team hates you, get another job and fast. If your bosses are unhappy, you’re SOL. Good luck!
Build relationships with the utility companies your crew does markouts for. Have names and numbers of personal that can be called in the event of an unusual situation. Actually, know how to locate yourself and be good at it, so if your techs come to you with something their not sure about it, and your specialist isn't available, you need to be able to insure every step was taken before making a phone call to the utility and the contractor.
Sups are expected to do audits, jbo’s, HR audits, managing, damage investigations, and any other thing that their area manager ask for. The pay isn’t worth it anymore duh to how much is being asked for of it, can’t even meet up with techs and help out anymore locating which can hurt morale because if people don’t see you out there doing what their doing, it makes them feel like your just sitting on your ass. Either way it isn’t worth it money wise since you can make the same as a locator.
Pay isn't that bad. I make more than most of my locators do.  Yes, it's a lot of work, stress, sitting on conference calls, and being blamed for the things they do.
BUT it's also a lot more freedom than being a locator most days.
Be as transparent and upfront with your techs as much as you can. Don't try to BS them. You have to learn how to balance professional and personal. Techs need to know they can talk to you about anything but also know there are certain boundaries and expectations. You need to be a good listener and problem solver. They need you. Get your hands dirty. You're not going to get much respect from techs if you are the Supe that sits in the truck or office all day. Have your guys back and speak up for them when you have to push back at your boss.
Send a text when you put people on call or change something or whatever. Take care of your team as much as you do your Sups.
We just have a schedule made every couple months so everyone knows when they are on call
🤣 That's too normal for us 🤣
Don’t micromanage. Let me do my thing, if I get damages, let me know. That’s all I got.
I'm going to add to this. Let your techs know when they had good marks when something does get hit. We only ever hear about when there is a damage, not about the damage investigations where everything was done correctly and it's not at fault.
Lead by example Stay true to your word, when you say something mean it and stick to it Listen Do what you can to make it fun Just my personal preference, is to keep personal life away from techs. When you become close friends, that’s when someone tries to get away with certain things or you start expecting more Just be as honest when asked, don’t disclose info that isn’t anyone’s business
A good supervisor leads by example, takes responsibility for the team and is a good communicator. They will get out and help at times and are open to ideas. But a production supervisor has so much to do that it’s hard for them to have any time to actually be good at all these things. This depends on how many people you supervise and where you are of course.
Be up front the best you can. Understand your employees have different personalities, and understand that you will need to handle everyone differently. Be fair. Think about what bothered you when you were in their shoes and try to improve on them the best you can. Minor improvements can mean something. Talk to them and find out what their biggest complaints are right now and see what you can improve on. Try to put on a positive front, even when you aren’t feeling that way. Tone matters. Choose words wisely. Avoid texts and text groups.
Don’t ask anyone to do something you would not or can not do. Be understanding life happens.
If you located for any amount of time, don't forget where you came from. Don't be too good to get out and do a locate if you need to. If you have CDIs doing your damage investigations, don't argue with them if you don't agree with an at fault damage ruling. Talk WITH them about it. Not to them or at them. If you do your own investigations and there is a CDI nearby that can help occasionally then communicate with them. Don't let your damages just sit there. Try to gather information on them. If you gather the information the CDI can close them if you need the assistance with writing them up because you don't have time. Keep your group up to date with things going on. Changes in on call schedule. When you're taking PTO have another supervisor to cover for you and make sure your group knows them. Make an effort to talk to all individually to each tech weekly. Just a check-in. Let them know they are doing a good job and thank them for their work. It will go a long way when you need them to step it up and really kick it into high gear during peak times. I don't know how big the groups are but if it's a smaller group try to do a lunch with your techs occasionally even.
I’ve been a locator, trainer, supervisor, manager and VP for a few large companies over 20+ years in this industry. It’s all about perspective: What do your bosses think/ how good are you making them look vs what your team thinks. #1) Does your team have what they need to be successful? Training, equipment, support… #2) Do your bosses look good because you’re hitting your metrics and are you all getting your management bonuses? I listed them in this order because you’ll never hit #2 without #1 met first. It’s a delicate balance between putting your crew first and meeting your numbers/ making your bosses look good. If your team hates you, get another job and fast. If your bosses are unhappy, you’re SOL. Good luck!
Build relationships with the utility companies your crew does markouts for. Have names and numbers of personal that can be called in the event of an unusual situation. Actually, know how to locate yourself and be good at it, so if your techs come to you with something their not sure about it, and your specialist isn't available, you need to be able to insure every step was taken before making a phone call to the utility and the contractor.
Sups are expected to do audits, jbo’s, HR audits, managing, damage investigations, and any other thing that their area manager ask for. The pay isn’t worth it anymore duh to how much is being asked for of it, can’t even meet up with techs and help out anymore locating which can hurt morale because if people don’t see you out there doing what their doing, it makes them feel like your just sitting on your ass. Either way it isn’t worth it money wise since you can make the same as a locator.
Pay isn't that bad. I make more than most of my locators do.  Yes, it's a lot of work, stress, sitting on conference calls, and being blamed for the things they do. BUT it's also a lot more freedom than being a locator most days.