Resources for Supervisors

To effectively manage hybrid teams, it is important to stay informed and equipped with the necessary knowledge and skills. Here are some articles and resources that can provide valuable insights and guidance on managing hybrid teams:

Articles: 

• "How to Manage a Hybrid Team" - Harvard Business Review
• "What is a Hybrid Team and How Do I Lead One" - Hays
• "A Quick Checklist to Help You Manage Your Remote Team More Easily" - Hays
• "10 Tips for Successfully Managing Remote Workers" - Society for Human Resource Management (SHRM)
• "13 Tips for Leading and Managing Remote Teams" - Forbes
• "11 Tips to Effectively Manage Remote Employees" - Indeed

For training classes, search “Hybrid Teams” in Workday Learning.

Barrett and ASU provides various conflict management resources to support employees in effectively resolving conflicts and fostering a positive work environment. Here are some of the conflict management resources available at ASU:

• Barrett Business Operations' Human Resources section is a crucial component in managing conflicts within departments at Barrett, The Honors College. They provide valuable support and resources to address conflicts effectively. Employees experiencing conflicts within their department are encouraged to reach out if they have a concern. HR professionals are dedicated to listening to their concerns, providing guidance, and working toward resolutions that cultivate a positive and productive work environment. Some key roles and services offered include:
  • Policy and Procedure Guidance
  • Coaching and Support
  • Training and Development
  • Promoting a Positive Work Environment
• Ombuds Office: ASU has an Ombuds Office that serves as a confidential and impartial resource for faculty, staff, and students. The Ombuds Office provides assistance in resolving conflicts, addressing concerns, and navigating difficult situations. They offer a safe space for individuals to discuss their issues and explore potential options for resolution.
• Human Resources: ASU's Human Resources department offers guidance and support in managing workplace conflicts. They provide resources, policies, and procedures to address conflicts, promote effective communication, and encourage respectful and inclusive work environments. Employees can seek assistance from HR representatives for conflict-related concerns. https://cfo.asu.edu/hr 
• Training: ASU offers a variety of online training courses through its Workday Learning program. These courses are designed to enhance the skills, knowledge, and professional development of employees.
• Employee Assistance Office (EAO): The EAO provides counseling services that can assist employees in managing and coping with conflicts. They offer confidential consultations and support for personal and work-related issues that may contribute to conflict situations.

Making meetings meaningful is crucial for productive and efficient collaboration within teams. Here are some key principles and tips to ensure your meetings are effective and impactful:

• Set clear objectives: Clearly define the purpose and desired outcomes of the meeting. This helps keep the discussion focused and ensures everyone understands what needs to be achieved.
• Prepare an agenda: Create a detailed agenda that outlines the topics to be discussed, along with allocated time for each item. Share the agenda with participants in advance to allow them to come prepared.
• Invite relevant participants: Only invite individuals who need to be involved or can contribute meaningfully to the discussion. Keeping the participant list concise helps maintain a more focused and productive meeting.
• Start and end on time: Begin the meeting promptly and stick to the scheduled time. This demonstrates respect for participants' time and encourages punctuality. Also, end the meeting on schedule to respect each other's time.
• Encourage active participation: Create an inclusive environment where all participants feel comfortable sharing their thoughts and ideas. Encourage open discussion, ask for input from quieter individuals, and facilitate brainstorming sessions.
• Keep the meeting focused: Stay on topic and steer the conversation back to the agenda if it veers off track. Prevent tangential discussions and address unrelated topics separately to maintain the meeting's purpose.
• Utilize technology effectively: If holding a virtual meeting, ensure all participants have access to the necessary technology and platforms. Use collaboration tools to share documents, engage in real-time editing, or conduct polls to gather feedback.
• Assign action items and follow-up: Clearly assign tasks or action items to specific individuals during the meeting. Summarize the assigned actions at the end of the meeting and send out meeting minutes or a follow-up email to document responsibilities and deadlines.
• Evaluate and improve: Regularly assess the effectiveness of your meetings. Gather feedback from participants and make adjustments to improve future meetings. Consider implementing innovative meeting formats or incorporating interactive elements to keep participants engaged.

By implementing these strategies, you can transform meetings into valuable opportunities for collaboration, decision-making, and progress within your team or organization.
 

Mastering Project Management: Essential Practices and Resources for Supervisors

Effective project management is critical to driving successful outcomes across teams and initiatives. For supervisors, applying strong project management practices ensures that work is delivered on time, within budget, and to expected quality standards—while keeping teams aligned and engaged.

Below are key aspects of effective project management, along with recommended resources supervisors can leverage for skill development and implementation:

1. Set Clear Project Goals: Define objectives, scope, and deliverables clearly. Use SMART goals (Specific, Measurable, Achievable, Relevant, Time-bound) to establish a shared understanding of success.
2. Develop a Comprehensive Project Plan: Break the project into manageable phases with clear timelines, resource needs, and task dependencies.
3. Communicate Effectively: Establish consistent and transparent communication with your team and stakeholders to maintain alignment.
4. Engage Stakeholders: Identify all stakeholders early. Understand their needs and involve them in key decisions throughout the project.
5. Manage Risks Proactively: Identify potential risks, assess their impact, and create mitigation strategies.
6. Foster Team Collaboration: Create a positive, inclusive team environment that promotes collaboration and shared ownership.
7. Optimize Resource Management: Ensure people, time, and budget are allocated efficiently and reviewed regularly. Tool: Toggl Plan or Float for resource scheduling
8. Monitor and Control Progress: Track milestones, budgets, and performance using project dashboards and reports. Take corrective action when needed.
9. Stay Flexible and Adaptive: Be prepared to adjust plans in response to change. Adopt agile principles where appropriate.
10. Reflect and Improve: Conduct post-project evaluations to gather lessons learned and continuously improve your approach.

Workday Learning Courses

Review courses via Workday Learning by searching “Project Management.”

TED Talks

1. "The Art of Managing Up" by Roselinde Torres: This talk explores the importance of managing up, building strong relationships with superiors, and effectively communicating and collaborating with stakeholders.
2. "Why the Best Hire Might Not Have the Perfect Resume" by Regina Hartley: Regina Hartley highlights the value of considering candidates with unconventional backgrounds and how they can bring unique perspectives and abilities to a project team.
3. "How to Make a Splash in Social Media" by Alexis Ohanian: This talk delves into the power of social media and how project managers can leverage it to engage and connect with their target audience, driving project success.
4. "The Happy Secret to Better Work" by Shawn Achor: Shawn Achor shares insights on the correlation between happiness and productivity, emphasizing the significance of a positive work environment and mindset in project management.
5. "The Puzzle of Motivation" by Dan Pink: Dan Pink discusses the science of motivation, challenging traditional notions and providing insights into what truly drives individuals to excel in their work.
6. "Why Some of Us Don't Have One True Calling" by Emilie Wapnick: Emilie

ASU offers various leadership development programs and training opportunities to help develop supervisors and leaders. These programs aim to enhance leadership skills, foster effective communication, and promote strategic thinking. Here are some examples of leadership programs offered by ASU:

• Emerging Supervisor Pathway: This program is designed for new and emerging supervisors and leaders. It covers foundational leadership skills such as communication, team building, decision making, and managing conflict.
• Mastering Leadership: The Leadership Academy is a comprehensive program that provides supervisors and leaders with the knowledge and skills necessary to excel in their roles. It focuses on topics such as leadership styles, emotional intelligence, leading change, and strategic thinking.
• Supervisor Development Program: This program is designed for supervisors and managers who want to enhance their managerial skills. It covers topics such as effective communication, performance management, employee engagement, and strategic planning.
• Executive Education Programs: ASU offers a range of executive education programs for senior-level leaders and executives. These programs focus on advanced leadership skills, organizational strategy, innovation, and driving organizational performance.
• Customized Training and Workshops: ASU can also tailor leadership development programs and workshops to meet the specific needs of organizations. These programs can be customized based on the organization's goals, culture, and leadership challenges.

The leadership programs offered by ASU provide supervisors and leaders with valuable tools, knowledge, and skills to effectively lead their teams and drive organizational success. By participating in these programs, supervisors and leaders can enhance their leadership abilities, build strong teams, and contribute to a positive and productive work environment.

For more information please visit cfo.asu.edu/leadership-programs.

Resignations are a part of the employment lifecycle, and ASU has a process in place to guide employees through this transition. When an employee decides to resign from their position, they should follow these general steps:

• Provide Notice: Employees are generally expected to provide a written notice of resignation to their supervisor or department, adhering to any notice period specified in their employment contract or organizational policies.
• Notify Barrett Business Operations to initiate the offboarding process.
• Return of Property: Employees should return any university property, including keys, access cards, electronic devices, or other equipment, as specified by their department.  Please work with Business Operations and Barrett Technology Office on these items.

Resignations are typically handled on a case-by-case basis, and the specific steps and procedures may vary depending on the employee's role, employment status, and department. It is recommended that employees and supervisors reach out to Barrett Business Operations to ensure a smooth resignation process.

Change management is the process of planning, implementing, and guiding individuals and organizations through a period of transition or transformation. It involves understanding the need for change, creating a strategy to facilitate the change, and supporting individuals and teams in adapting to new ways of working. Change management aims to minimize resistance to change, maximize the benefits of the change, and ensure the successful adoption and sustainability of the new initiatives.

Key elements of change management include:

• Change Assessment: Identifying the need for change and conducting a thorough assessment to understand the impact and scope of the change.
• Communication and Engagement: Developing a comprehensive communication plan to inform and engage stakeholders about the upcoming changes, including the reasons behind the change, benefits, and expected outcomes.
• Stakeholder Management: Identifying and involving key stakeholders throughout the change process, addressing their concerns, and ensuring their active participation and support.
• Change Planning: Developing a detailed plan that outlines the activities, timeline, resources, and responsibilities needed to implement the change successfully.
• Training and Development: Providing the necessary training and development opportunities to equip individuals with the knowledge and skills required to adapt to the change.
• Monitoring and Evaluation: Continuously monitoring the progress of the change initiative, evaluating its effectiveness, and making adjustments as needed to ensure its success.
• Support and Reinforcement: Offering ongoing support and reinforcement to individuals and teams during the transition period, addressing challenges, and celebrating achievements and milestones.

Change management is important because it helps organizations navigate the complexities of change and increases the likelihood of successful outcomes. By addressing resistance, managing expectations, and fostering a positive and supportive environment, change management enables organizations to adapt, innovate, and thrive in an ever-evolving business landscape.

Workday Learning courses

Review courses via Workday Learning by searching “Change Management.”

Unpaid Leave

Unpaid leave may be necessary in some situations, but it should be managed carefully due to its potential impact on operations. When employees are away from the workplace for extended or frequent periods without pay, it can disrupt team workflow, reduce productivity, and place added strain on colleagues. For this reason, the use of unpaid leave is limited and should not be viewed as a substitute for paid time off or an informal scheduling option.

Supervisors play a key role in maintaining consistency in work schedules and ensuring adequate staffing to meet unit needs. Setting clear expectations and guidelines around unpaid time off helps prevent misuse, supports fairness across the team, and reinforces accountability for fulfilling job responsibilities.

There are, however, circumstances when unpaid leave may be appropriate or required. For example:

• Employees may be eligible to take unpaid leave under the Family and Medical Leave Act (FMLA) for qualifying medical or family-related reasons.
• The Americans with Disabilities Act (ADA) may also require supervisors to provide reasonable accommodations, which could include periods of unpaid leave.

Supervisors should always consult with Barrett Business Office (BBO) when considering or approving unpaid leave. The BBO can help ensure compliance with applicable laws and provide guidance on balancing individual employee needs with the operational requirements of the unit.

Leave Time Management for Supervisors

(Refer to SPP 702-01 for official policy)

Supervisors play a critical role in managing employee leave to ensure accurate time tracking, continuity of operations, and compliance with university policy and federal regulations. Below is an overview of supervisor’s responsibilities when overseeing vacation and health-related leave:

Supervisor Responsibilities

• Approval & Record keeping: Vacation and health leave must be approved and accurately tracked. Supervisors are responsible for:
  • Approving leave in Workday.
  • Ensuring employees submit time in a timely manner.
  • Maintaining accurate records of hours taken.
  • Reviewing leave balances and usage regularly.
• Resources: Refer to the Workday guides for step-by-step instructions on reviewing, approving, and managing leave time.

Vacation Leave

• Employee Responsibility: Employees are expected to request vacation in advance to minimize disruption to department operations.
• Supervisor Responsibility:
  • Approve vacation requests that are reasonable, timely, and do not interfere with business needs.
  • Encourage employees to use their accrued vacation.
  • Deny or reschedule vacation only when it significantly conflicts with essential unit functions.
  • Ensure vacation time is properly entered and approved in Workday.

Health Leave

Faculty and staff are entitled to use health leave for their own illness, injury, primary or related appointments (see policy for additional guidance)

Supervisor Expectations:

• Policy Reference: Review relevant ASU policies:
  • SPP 701-01
  • ACD 702-02
• Reporting Absences:
  • Employees must notify supervisors directly as early as possible (no later than 1 hour before shift start) per departmental guidelines.
  • Third-party notification (e.g., from a family member) is only acceptable in emergencies, and the employee must follow up directly as soon as possible.
  • You must report any health-related absence of more than five consecutive workdays to the Barrett Business Office (BBO) on the sixth day to ensure FMLA compliance.
• Return to Work:
  • If the absence is due to a serious health condition or lasts more than five workdays, the employee must provide medical clearance from their healthcare provider before returning.
• Leaving Mid-Shift:
  • If an employee leaves due to illness or injury, they must notify you or your designee directly (not a coworker).
• Medical Appointments:
  • Routine appointments should be scheduled outside work hours whenever possible.
  • If this is not feasible, the employee must request time off well in advance.

Important Reminders

• Failing to report extended absences can result in non-compliance with FMLA regulations, affecting both ASU’s legal obligations and employee rights.
• Supervisors should remain consistent and fair in handling leave requests, using documented procedures to support operational continuity and employee well-being.
• When in doubt or if complex situations arise, consult with Barrett Business Office (BBO) for guidance.

Flexible Work Arrangements (FWA)

Barrett is committed to promoting work/life balance by supporting flexible work arrangements (FWA) where appropriate, while maintaining high standards of service, collaboration, and operational effectiveness.

There is a defined process for requesting FWAs, which begins with supervisor review and approval. Each request is evaluated based on the specific responsibilities of the role, the needs of the unit, and the broader priorities of the college and campus.

To ensure fairness and adequate coverage across departments, employees are expected to select one FWA option during the academic year. Combinations of multiple FWA options are not permitted unless approved by the Dean. During the summer, units may have increased flexibility based on operational needs.

Supervisor Considerations for FWA Requests

When reviewing FWA requests, supervisors should assess the following:

• Operational Impact: Will the arrangement maintain productivity and ensure consistent service to students, faculty, and university partners?
• Cultural Alignment: Will the arrangement support, rather than hinder, team collaboration, communication, and alignment with unit goals?
• Employee Performance: Has the employee demonstrated strong, reliable performance? Is the supervisor confident the employee will maintain high-quality work under the proposed arrangement?

FWA Guidelines

• During the academic year, employees may choose one of the following options:
  • Four 10-hour workdays (compressed schedule)
  • Nine-day, 80-hour schedule (exempt employees only)
  • Hybrid remote work arrangement (up to 40% remote as standard)
• FWA requests are considered only after an employee has completed 90 days in their position.
• Occasional schedule adjustments may be approved to accommodate personal needs or special situations but are not intended to replace formal FWA arrangements.
• All flexible work arrangements must comply with ASU and college guidelines and should be managed consistently across units.
• FWA requests must be submitted through Workday. Refer to the Request or add flexible work arrangement work instruction for detailed instructions on submitting and approving requests.