Of the multitude of strategies discussed this week for increasing work enjoyment for staff, what is your favorite/most preferred strategy discussed in this module? How will you integrate this strategy into your supervision practice in the future? What will it look like when you implement it with a supervisee/trainee? Are there any practices discussed that you will avoid in your supervision in the future, and why? Dissociative disordersDissociative Disorders

My favorite strategy for increasing work enjoyment is recognizing progress and celebrating achievements. When employees see that their efforts are making a difference, they feel more motivated and engaged.

How I’ll Use This in Supervision

I plan to integrate this by holding regular check-ins with my supervisees to highlight their progress, set goals, and discuss challenges. These check-ins will include:

  • Acknowledging accomplishments (big or small) to show their work matters.
  • Setting short-term goals to keep motivation high.
  • Encouraging reflection so they can see their own growth. Dissociative disorders

When I implement this, it will look like monthly one-on-one meetings where I provide specific feedback, ask about challenges, and adjust goals together. I’ll also promote peer recognition to build a supportive team environment.

What I’ll Avoid

I will avoid relying too much on extrinsic rewards like bonuses or generic praise. While these can help in the short term, they don’t create long-term job satisfaction. Instead, I’ll focus on meaningful recognition and opportunities for growth, so supervisees feel truly connected to their work.

Would you like me to tailor this response to a specific workplace or role?

How I’ll Use This in Supervision

I plan to integrate this by holding regular check-ins with my supervisees to highlight their progress, set goals, and discuss challenges. These check-ins will include:

  • Acknowledging accomplishments (big or small) to show their work matters.
  • Setting short-term goals to keep motivation high.
  • Encouraging reflection so they can see their own growth.

When I implement this, it will look like monthly one-on-one meetings where I provide specific feedback, ask about challenges, and adjust goals together. I’ll also promote peer recognition to build a supportive team environment. APA

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