As a supervisor responsible for managing people you have the greatest influence on the workplace experience your team members have and their level of engagement in our collective work to advance Duke’s missions. According to a recent Gallup survey – 70% of an employee’s job satisfaction is based on their relationship with their supervisor.

That is why Duke Human Resources developed specific programming to support new supervisors – both those who have been newly promoted into a supervisory role and more experienced supervisors who have recently joined Duke.

Let’s face it, managing people can be challenging (and rewarding) work. It can require different approaches for different types of individuals. And, if you are new to Duke, navigating the decentralized work environment of higher education can be confusing. The mentoring program for new supervisors can help you navigate these challenges with greater confidence and skill.

Here are some of the ways this program can benefit you as a new supervisor at Duke:

• Transition to leadership: Mentors can help new supervisors transition from individual contributor to leader
• Improve skills: Mentors can help new supervisors improve their communication, problem-solving, decision-making, and conflict resolution skills
• Build confidence: Mentors can help new supervisors build their confidence and self-esteem by acknowledging their strengths
• Expand network: Mentors can help new supervisors expand their network by introducing them to key stakeholders, resources, and opportunities
• Provide emotional support: Mentors can provide emotional support by listening to concerns and offering empathy, guidance, and solutions

Fall 2025 Schedule

Sept. 17: Kickoff meeting

Sept. – February: Monthly Meetings with Mentees/Mentors

Nov. 12: Panel Discussion “Epic Fails and Lessons Learned”

Dec. 11: Mid-term survey assessment

Jan. 20: Office Hours: Conversation with Mentees

• Questions, Perspectives, and Insights

Feb. 17: Closing Ceremony