Dear Aysun,
Irrespective of the industry, those managers/supervisors directly in touch with the workmen/staff/other operating people need to be covered holistically on the age-old concept: Knowledge, Skill, and Attitude.
1. Knowledge
Examine whether these people are knowledgeable on the work-related theories. If they are weak, internally you need to provide them with some quick training. If they don't improve their knowledge level, you need to consider shifting them as you cannot train them extensively on such subjects.
2. Skill
A. Technically, are they skilled? Are you upgrading their technical skills periodically? Provide them with yearly inputs and conduct training programs whenever there is a change in the process to ensure they are adequately equipped to handle doubts from workmen.
B. Behavioral skills
Communication is a crucial skill. Can they give correct instructions? Provide training on listening skills, instruction skills, and oral communication. These are very critical to the job. While developing their communication skills, inputs on perception play a key role. Motivating skills are also essential. The key concept is that they should not show differentiation in handling people. Make them understand that people have strengths and weaknesses; they should not focus only on weaknesses.
3. Attitude
Empathy and tolerance are critical for this position compared to any other position. He/she must have the attitude to train people. Whenever doubts arise from workmen, they should think from their viewpoint and clear the doubts rather than dismissing them. Your training program should focus on these areas, with some emphasis on standing orders and labor law, which are also important for this level.
Sivasankaran