As a federal manager or supervisor, you are responsible for leading your team and ensuring that they perform at a high level. To do this effectively, you need regular feedback on your own performance, not just a midyear and annual evaluation.
It's not just frontline employees who need regular performance feedback. It's also important for next-level managers to provide feedback to subordinate managers and supervisors. Here are some reasons why:
- It ensures consistency: Providing regular feedback to subordinate managers and supervisors helps ensure that expectations, goals, and standards are consistent across the organization. This can help promote fairness and reduce confusion.
- It promotes a culture of continuous improvement: Regular feedback helps subordinate managers and supervisors identify areas for improvement and make changes to their approach. This can help them become more effective leaders and better support their teams.
- It fosters communication and collaboration: Providing feedback to subordinate managers and supervisors opens up lines of communication and fosters collaboration. This can help build stronger relationships and promote teamwork across the organization.
- It strengthens accountability: Providing feedback to subordinate managers and supervisors helps establish accountability at all levels of the organization. It ensures that goals and expectations are clear, progress is regularly monitored and addressed, and performance issues are dealt with promptly.
- It demonstrates leadership commitment to development: By providing regular feedback to subordinate managers and supervisors, next-level managers demonstrate their commitment to developing their team and building a strong and effective organization.
In conclusion, providing regular performance feedback is crucial for IRS managers and supervisors, the only members of our workforce on a pay-for-performance system. By doing so, you can promote consistency, foster a culture of continuous improvement, enhance communication and collaboration, strengthen accountability, and demonstrate leadership commitment to development. To implement regular feedback, consider setting up a feedback schedule, such as a weekly or monthly meeting, where you can discuss progress, provide feedback, and identify areas for improvement. By doing so, you can help build a strong and effective team at all levels of the organization.