A worthy goal for every manager or supervisor ought to be to support his/her employees so that each and every one of them is a success.
Maybe not. Because if you set your sights high and act as if success is possible, you’re more likely to follow through and create those conditions are conducive to employee success.
Much of this depends on the leadership and managerial skills that you possess.
For example, you can make sure that each employee is clear about job tasks and has a good understanding of what is expected.
You can intervene where there are problems (or perhaps intervene before problems become full blown) to minimize the difficulties and, perhaps, to offer additional training or insight about how to handle particular tasks or processes.
To the extent possible, it is wise to match personalities with tasks. For instance, an outgoing staff member who is not especially good handling details might be better suited for a position involving telephone sales than accounting tasks.
Whenever possible, stay on top of the changing work environment and make adjustments as needed. People change over time (developing new skills, become tired of routine tasks, finding new interests and setting new goals for themselves).
By being flexible and willing to make alternations in work duties and assignments, you have an opportunity not only to help with the personal and professional growth of your employees, but also to contribute to their present day job success.