Which supervisory practice is not recommended for obtaining prompt performance from staff?

Which supervisory practice is not recommended for obtaining prompt performance from staff?

• A. Direct them in a just and dignified manner without abusive language
• B. Use strong, abusive language to compel performance
• C. Be clear about expectations and provide feedback
• D. Model professional behavior

Answer: (B)

The practice that undermines getting quick, reliable performance is using strong, abusive language to compel staff. Respectful, professional supervision motivates people to act promptly because it builds trust, psychological safety, and a clear sense of expectations. When a supervisor communicates in a harsh or abusive way, it can intimidate employees, erode morale, and damage the relationship needed for effective guidance and improvement. People may comply in the moment, but it often leads to fear, reduced initiative, mistakes, and higher turnover, which ultimately slows overall performance and harms the work environment. By contrast, being direct in a just and dignified manner, clearly outlining expectations, providing constructive feedback, and modeling professional behavior all support prompt, sustained performance. Clear expectations tell staff what to do and by when; feedback helps them adjust and improve; and professional behavior from the supervisor sets a standard for how tasks should be approached and handled. These elements create a positive, accountable culture where performance can improve quickly and consistently.

The practice that undermines getting quick, reliable performance is using strong, abusive language to compel staff. Respectful, professional supervision motivates people to act promptly because it builds trust, psychological safety, and a clear sense of expectations. When a supervisor communicates in a harsh or abusive way, it can intimidate employees, erode morale, and damage the relationship needed for effective guidance and improvement. People may comply in the moment, but it often leads to fear, reduced initiative, mistakes, and higher turnover, which ultimately slows overall performance and harms the work environment.

By contrast, being direct in a just and dignified manner, clearly outlining expectations, providing constructive feedback, and modeling professional behavior all support prompt, sustained performance. Clear expectations tell staff what to do and by when; feedback helps them adjust and improve; and professional behavior from the supervisor sets a standard for how tasks should be approached and handled. These elements create a positive, accountable culture where performance can improve quickly and consistently.