Why Most Human Services Supervisors Struggle (And How to Change That)
Let’s be honest: we ask a lot of supervisors in human services.
We ask them to be the scheduler, the coach, the first responder, the staff therapist, the paperwork chaser, the role model, and the occasional backup DSP when someone no-shows. All before lunch.
And yet… we rarely give them the real skills they need to succeed.
Sure, we hand them a set of keys and a clipboard. Maybe we get them into a training or two. But most of the time, new supervisors are expected to figure it out on the job—and fast.
That’s not just unfair. It’s setting them up to fail.
The Case of “Do-It-All Dave”
If you’ve worked in human services for more than five minutes, you’ve met someone like Do-It-All Dave.
Dave was your A+ DSP. Always reliable. Picked up shifts. Stayed calm under pressure. Families loved him. So when a supervisor spot opened up, you did what most of us would do:
“Let’s promote Dave. He’s earned it.”
Fast forward six weeks: Dave is drowning.
He’s still working like a DSP—except now with way more stress and way less sleep. He’s solving every problem himself, checking schedules at 10pm, and trying to “lead” a team with no clue how to delegate or coach.
His team is frustrated. You’re frustrated. And Dave? He’s quietly wondering if he made a huge mistake.
This isn’t a Dave problem. It’s a system problem.
What’s Actually Missing
We think the issue is “Dave just needs more training.”
But what Dave really needs is skill-building and practice.
Not another lecture. Not another online module. What he needs is:
A simple playbook for how to show up as a supervisor.
Real-life modeling of what “good” leadership looks like.
A safe space to try it out—and get feedback.
This is where behavioral science (specifically, OBM: Organizational Behavior Management) gives us real tools. But you don’t need to use the jargon. You just need to shift your support model from passive training to active skill practice.
If you want to go deeper on this distinction, check out this article I wrote:
Your Supervisors Need Skills, Not Just Training
Why Practice Changes Everything
We say things like “We’ll coach them as they go.” But the reality is… the day-to-day rarely leaves room for that.
Because as you know, most days are on fire.
Still, here’s a practical way to build supervisor skill—even in the middle of the chaos.
Run a 10-Minute Practice Drill at Your Supervisor Meeting
Let’s say you’ve got a 45-minute standing meeting with supervisors. Instead of packing in announcements and updates, carve out 10–12 minutes for real-time practice.
Here's how it might look:
“Alright, we’re going to do a quick skill rep. You’ll play yourself. I’ll give you a scenario, and you’ll respond out loud like you’re giving feedback to a staff member.”
Scenario: A DSP stayed calm during a behavior escalation, helping the person de-escalate safely.
You call on Jess, a newer supervisor.
She says:
“Thanks for handling that situation. I appreciate you.”
Not bad, but vague.
You smile and say:
“Jess, that’s a great start. Let’s zoom in. What exact behavior do you want more of?”
Jess thinks, nods, and tries again:
“Thanks for how you stayed calm and used a gentle voice when Bill was getting upset. That really helped him stay safe. You really kept the energy steady in the room.”
Boom. You just helped a supervisor practice specific, positive feedback—one of the most underrated, retention-driving behaviors out there.
You rotate through a few more reps. Keep it short, supportive, and practical. Yes, it’s awkward at first. But the muscle builds fast. And it changes how your supervisors show up.
Why This Drives Retention (Not Just Morale)
When supervisors practice key behaviors like recognition, clarity, feedback, and follow-through, they shape the culture.
You’ll start to see:
Staff sticking around longer.
Fewer “I didn’t know I was supposed to” moments.
More confidence in the role from your mid-level leaders.
This isn’t theory. These are the actual mechanics of improving performance and reducing turnover—the OBM way, without all the academic overhead.
And it works. Every time.
Let’s Be Real: It’s Not Easy to Make Time for This
We know what you’re thinking:
“Sure, in a perfect world we’d train and coach every supervisor. But in the real world? We’re barely keeping up.”
Totally fair. The system doesn’t make it easy.
But a little structure—done consistently—goes a long way.
Even just four simple supervisor habits can start to turn the tide.
Ready to Give Your Supervisors the Habits That Matter Most?
To make it dead simple, I put together a free resource:
→ The Turnover Fix Playbook: 4 Simple Supervisor Habits That Reduce DSP Turnover Fast
Inside, you’ll get:
A quick-start guide for frontline supervisors
A printable habit tracker
Four daily and weekly habits that create better staff experiences
Real-world strategies that actually fit into your week
If you're tired of watching great supervisors burn out—or worse, lose great DSPs because their leaders didn’t have the support—this is the playbook that gives you a better way.
Let’s stop setting people up to fail. And start giving them the skills to thrive.
