Having been assigned the role of the head of Quality control department with a couple of departmental directors, inspectors and managers to supervise, boosting the morale would be the initial step to solicit for better performance levels. How many times do the employees wish to finish their tasks and depart? How many times do they wish for a break, have a day-off, wish for everyday to be a Friday? Worse still, how many times do the employees fake illness to be away from work? The answers are a reflection of the employees’ morale, either high or low. Constant communication between the top management and the frontline employee boosts the employee’s morale. Expectation is the key word to the issue of low morale. “When morale decreases for whatever reason, productivity usually tumbles right along with it.” (Salerno and Brock, 2008) The signs of low morale are constant employee absenteeism, work related accidents and, increase in dissatisfaction especially among the customers. As the Vice President, the supervisor ought to focus on the employees’ mood revived through motivation and safeguarding their activity levels to boost the low morale. Performance means the company’s expectations from the employees. What are the job expectations? It is important for a newly appointed supervisor to understand what is required for the employees. For instance, the training materials have to cater for their physical expectations for example, the performance hours, the working environment or the schedules. As the leader, the supervisor has to play a major role in practical production: a good leader does so by example. It is equally important for the supervisor to be clear and upfront on the requirements. The accountability expectations are equally crucial. The employees have to know supervisor’s expectations and understand their responsibility and accountability. Accountability calls for testing procedures especially after training. There should be criteria for provision of feedback to them especially when it is required for behavioural change. A good communication system ought to offer provisions for giving feedback on performance. Employees should be in a position to move to any managerial level to voice their concerns thus use the feedback as a learning tool. Giving the employees a chance to contribute to managerial thoughts enables them to feel appreciated and valued and implementing good employees’ ideas motivates them. Training at the departmental levels and the company at large comes in handy during the implementation stage. A good supervisor explains the reasons for not implementing a suggested idea thus the employee still feels important. Achievement is a major source of motivation thus resulting to productivity. Work related stress is one of the key source of work related pressure and consequently poor performance. There is therefore urgent need for control of personal stress and circumstances. The supervisor has to teach the directors some stress management skills such as taking time-out of an event as a training procedure. Appreciating the efforts is also a good way of encouraging the stress management. According to Burton (2000), a supervisor should inform the employees on what to expect when dealing with the specified bu