In corrections, staff turnover can reach a staggering 65%. This highlights a critical reality: employees often leave because of their supervisors, not the organization itself. Why? Because many staff members feel undervalued and underdeveloped, leading to low morale and high attrition. When employees don’t feel appreciated and supported, they’re going to seek better opportunities.

So, how can this be avoided? Effective leaders must invest time in nurturing their teams and cultivating future leaders. By prioritizing service to front-line staff, supervisors can make a lasting, positive impression and foster a more engaged and dedicated workforce.

This blog highlights five effective ways supervisors can better connect with their teams and foster a more positive and productive work environment.

1. Get Out on the Floor 

Remember, you earned your promotion because you excelled at your job. As a floor officer working the line, you demonstrated dedication, attentiveness, and the ability to handle stressful situations. You consistently went above and beyond, writing thorough reports and providing significant value to the organization.

However, with your promotion, you may have lost touch with the very tasks that showcased your skills. It's essential to reconnect with the front line. Make it a priority to regularly engage with line staff, sharing the expertise that propelled you into your current role.

Take the time to converse with your team, learning about what works for them and what can improve their experience on the job. One common challenge for new staff is effective and professional communication with offenders. Consider taking a short walk with your officers to demonstrate this vital skill in action.

Officers need guidance to grow into better professionals and role models. Passing down your wisdom and knowledge can only happen through meaningful interactions on the floor.

2. Make Time for Your Staff 

This goes hand-in-hand with the importance of being present on the floor. It’s not enough to simply say, “Hey I’m going to be out on the floor.”  You need to carve out dedicated time, whether during office hours or through scheduled shifts, to truly engage with your staff. Make yourself available and invest in getting to know them personally.

Make time for your staff. Establish specific office hours so your team knows they can come in, sit down, and discuss their concerns, share improvement ideas, or voice their thoughts. Implement an open-door policy, and prioritize meaningful interactions. By making time for your staff, you improve trust and strengthen your team dynamic.

3. Make a Schedule

Your staff will become more comfortable and know that every Monday, Lt. is available from this time to this time. Make sure to clear your desk, and have things in order. We know things are going to get out of control, that’s the nature of corrections, but consistency and giving both yourself and your staff that consistent schedule will benefit all involved.  Your staff will be safer and know the ship is running smoothly, despite anything else going on, if their supervisor sticks to their schedule.

Establish a consistent schedule for yourself. This not only helps you but also allows your staff to know when you're available. Most importantly, stick to it! We all know $hit happens, and it can feel like we're always trying to play catch up. While there are times when we may need to adapt and let some things go, having a set schedule brings much-needed consistency. 

When your staff knows that, for example, Lt. is available every Monday from one specific time to another, it fosters comfort and stability. Another practice is to keep your workspace organized. This sets a positive example and shows that you’re well put together. We understand that the nature of corrections can be chaotic, but by providing you and your staff with a reliable schedule, everyone benefits. A consistent routine not only enhances safety but also reassures your staff that operations are running smoothly, even amid challenges.

4. Don’t Be Afraid to Counsel Your Staff

Working in a small or medium-sized jail, you interact with your line officers every day. You know them well—you’ve attended their weddings, graduations, funerals, and backyard BBQs. Despite being close with your team, it’s essential to take the time to counsel and discipline when necessary. Staff need clear external guidelines to understand how they are performing and to remain successful.

We can’t afford to let reviews slide or allow your team to wander aimlessly, whether they’re doing well or struggling. Sometimes, you need to lock them in and knock the rust off a few things to help them be successful. Discipline simply means establishing order; it doesn’t have to equate to punishment. Regrouping and adjusting guidelines can help staff members achieve their professional goals as well. Some may want to remain frontline officers, while others may aspire to supervisory roles if given the right skills, support, and guidance.

5. Share Knowledge by Delegating

Most of you know a supervisor from the past who acted like they knew everything and clung to that knowledge like Gollum. As a supervisor, STOP! Knowledge is not power; the ability to share that knowledge is power. We have a whole generation of supervisors who are about to retire, and we need to ensure that their knowledge and experience are passed down.

I have consistently noticed that when I travel to agencies across the U.S. and encounter a young officer who may be new and struggling to fit in, I say to them, “Hey, you seem to grasp this concept. Why don’t you become the subject matter expert on this and train other officers?” As a supervisor, you can give them hope—something to hold on to and a reason to show up for work.

Be sure to share your knowledge and stop hoarding it. Sharing fosters a sense of belonging within the team, encourages everyone to come to work, makes them feel they have something to contribute, and strengthens the corrections family.

Following these five things: Get out of the floor, Make time for your staff, Make a schedule, Don’t be afraid to counsel, and share knowledge by delegating, will help your staff to become more engaged, want to stick around, and want to be a part of the corrections community. And, as always, get your team home safe.