@JeremyErard

Learner...Thinker...Doer Co Founder @ Expectancy Learning & Partner @ SDI Consulting

 Grand Rapids, MI
sdiclarity.com
Joined September 2011
  • Tweets964
  • Following385
  • Followers157
20Media
California's SB 947 takes effect July 1, 2027. If an employer relies mainly on an automated system to discipline or fire, a human has to corroborate. Supervisor evaluations top the list. My read: many who'll write them are on your floor today. Teach them before the title.
California SB 947, signed Sept 30, 2026. AI can't be the only one who disciplines or fires someone. A human has to corroborate. First on the law's list of what they can use: supervisory or managerial evaluations. The tool: flags it. The supervisor: decides, explains, documents. Who trained them for that? @JeremyErard. SB 947 effective July 1, 2027.

ALT California SB 947, signed Sept 30, 2026. AI can't be the only one who disciplines or fires someone. A human has to corroborate. First on the law's list of what they can use: supervisory or managerial evaluations. The tool: flags it. The supervisor: decides, explains, documents. Who trained them for that? @JeremyErard. SB 947 effective July 1, 2027.

Solo HR at a 200-person company isn't failing at development. They're out of hours. Fix isn't another login for them to run. It's making each supervisor's own manager own one observation a month.
Department of one. Solo HR isn't failing at development. They're out of hours. The fix isn't another login for them to run. It's making each supervisor's own manager own one observation a month. Practice: one observation, two questions, once a month. @JeremyErard.

ALT Department of one. Solo HR isn't failing at development. They're out of hours. The fix isn't another login for them to run. It's making each supervisor's own manager own one observation a month. Practice: one observation, two questions, once a month. @JeremyErard.

4
The best claims adjuster on the team becomes the new claims supervisor. Then they keep adjusting claims.
Insurance, fixer to coach. The best claims adjuster becomes the new supervisor. Then they keep adjusting claims. Fixer: gives the answer, takes the file back, checks every line. Coach: asks the question, lets them try, gives one note. @JeremyErard. LIMRA MarketFacts, Sept 2026.

ALT Insurance, fixer to coach. The best claims adjuster becomes the new supervisor. Then they keep adjusting claims. Fixer: gives the answer, takes the file back, checks every line. Coach: asks the question, lets them try, gives one note. @JeremyErard. LIMRA MarketFacts, Sept 2026.

1
7
more replies
One practice that changes it: someone senior watches one real conversation a week. If the new supervisor gives the answer, the note is: ask one open question next time, then wait.
1
1
Carrier, TPA and brokerage HR: who watches your newest supervisors practice asking instead of fixing?
2
New supervisors: the first "no" to a friend is the real promotion. The shift swap that breaks coverage. The pass on a standard everyone else meets. Practice that no out loud before you need it. Awkward in a practice room beats awkward on the floor.
Friday: one of us. Monday: the one who decides. Vertical cyan divider. Subline: The first no to a friend is the real promotion. Footer: @JeremyErard. Practice it before you need it.

ALT Friday: one of us. Monday: the one who decides. Vertical cyan divider. Subline: The first no to a friend is the real promotion. Footer: @JeremyErard. Practice it before you need it.

5
New supervisors: the first "no" to a friend is the real promotion. The shift swap that breaks coverage. The pass on a standard everyone else meets. Practice that no out loud before you need it. Awkward in a practice room beats awkward on the floor.
Friday: one of us. Monday: the one who decides. Vertical cyan divider. Subline: The first no to a friend is the real promotion. Footer: @JeremyErard. Practice it before you need it.

ALT Friday: one of us. Monday: the one who decides. Vertical cyan divider. Subline: The first no to a friend is the real promotion. Footer: @JeremyErard. Practice it before you need it.

1
3
Three people think they own a new supervisor's first 90 days. None of them do.
Three chairs. No owner. Who owns your new supervisor's first 90 days? HR: Their manager sees them every day. Their manager: Training is HR's thing. The new supervisor: Someone will tell me what good looks like. The owner: A name, a calendar, and reps with feedback. Footer: @JeremyErard. A list is not an owner.

ALT Three chairs. No owner. Who owns your new supervisor's first 90 days? HR: Their manager sees them every day. Their manager: Training is HR's thing. The new supervisor: Someone will tell me what good looks like. The owner: A name, a calendar, and reps with feedback. Footer: @JeremyErard. A list is not an owner.

1
5
more replies
The new supervisor assumes someone will tell them what good looks like. Usually no one does, until the review.
1
Send these to the manager of your last promotion: Who owns their first 90 days, by name? Did they rehearse the first hard talk? Has anyone watched them lead this month? Do you own the follow-through? What would the team say is different? Long version: linkedin.com/pulse/who-owns-…

Who Owns Your New Supervisor's First 90 Days?

Most mid-size companies can tell you, by name, who owns payroll. Who owns safety.

linkedin.com
1
Completion rate is the only training metric that's easy to get. That's why everyone reports it.
Split card. Left: What the dashboard shows: Completed checkmark. Camera unknown, inbox unknown, tried it once unknown. Right: What you actually need to know. 1 Did they rehearse it out loud? 2 Did someone watch them try it on the job? 3 Did they get one note on what to change? Footer: @JeremyErard. Harder to put on a slide. Closer to Monday morning.

ALT Split card. Left: What the dashboard shows: Completed checkmark. Camera unknown, inbox unknown, tried it once unknown. Right: What you actually need to know. 1 Did they rehearse it out loud? 2 Did someone watch them try it on the job? 3 Did they get one note on what to change? Footer: @JeremyErard. Harder to put on a slide. Closer to Monday morning.

1
7
more replies
Three things I'd rather know: 1. Did they rehearse it out loud? 2. Did someone watch them try it on the job? 3. Did they get one note on what to change? Short enough to send to every new supervisor's manager this week.
1
3
Harder to put on a slide. Closer to Monday morning. Which of the three does your team actually check?
1
Cheapest supervisor development I know: twice a month, a manager or senior supervisor watches one huddle or tough conversation. Then two questions: What did they do well? What should they try differently next time? No budget line. Who does that for your newest supervisor?
Manufacturing Day, Oct 2. Two questions, twice a month. A manager or senior supervisor watches one huddle or tough conversation, then answers these: 1. What did they do well? 2. What should they try differently next time? Source: IndustryWeek, Haddaway and Billups, Feb. 12, 2026: a multi-plant manufacturer's 12-week supervisor path.

ALT Manufacturing Day, Oct 2. Two questions, twice a month. A manager or senior supervisor watches one huddle or tough conversation, then answers these: 1. What did they do well? 2. What should they try differently next time? Source: IndustryWeek, Haddaway and Billups, Feb. 12, 2026: a multi-plant manufacturer's 12-week supervisor path.

10
Quits held at 1.9% in August (BLS, out Tuesday). People are staying put. Good news for turnover. Less good if your newest supervisors are still figuring out the job. They're staying too.
1
19
more replies
And a lot of them are building those habits alone. Gallup asked 1,214 U.S. frontline supervisors. 23% have never had supervisor training. Another 32% had some, but not in the past year.
1
4
You can't hire your way out of that right now. You can build the ones you have: - rehearse the hard conversation before the real one - someone watches one real huddle or 1:1 a month - one note on what to change Then the question: who, by name, owns that?
4
Load more