Readers' Comments
Total Comments: 5
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Establishing Expectations: Ten Suggestions for Supervisors and Managers
Total Comments: 5
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December 2, 2008
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And a few more things...
DOI
Thu Jan 31, 2008 2:13 PM
Post Reply
When you make even a minor decision which deviates from the rules you or the agency have established, you must think about the consequences of that decision. You may be able to trust a good employee with flexibilities, but others will observe and remember and will think they deserve the same benefit. It is vital to consult with your HR specialist, the union and other specialists before you create written rules to make sure they are within the agency's policies. Use your supervisor and your peer supervisors as mentors; talk with them about problems, practices and policies. Deal with employees with problems before they become problem employees.
10 rules
IRS
Fri Feb 1, 2008 8:29 AM
Post Reply
My manager should read this and communicate the rules well before evaluation time. He communicates as we go along.
Additionally, we must be able to comply with the rules and still do our jobs effectively. Otherwise, we comply with the rules and then disclaim and responsibility for the results, because compliance with the rules is impossible. something has to give.
Not a bad article.
Failure to Establish Expectations
Treasury
Fri Feb 1, 2008 3:10 PM
Post Reply
A decent article (finally Dad!) that addresses a real core problem that exists today in management. In fact, if management did even 30 % of your recommendations there would be no Pay-For Performance issues occurring with pay systems. How about an article for employees on what to do if your manager does not establish performance expectations as they are required to do? Go ahead, I dare you!
There shouldn't be a double standard
Not relavant to much retaliation
Fri Feb 1, 2008 6:21 PM
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My experience with Federal managers is that the rules are for the everyone expect them. They want us to follow the rules they ignore!!!
Recommendations
DoD
Sun Feb 3, 2008 11:11 AM
Post Reply
This is good stuff, I've already directed my supervision to this and a couple of other Fedsmith articles. Whether they do anything with it or not is up to them, but at least I took the first step.
My biggest gripe about supervision is that there are entirely too many of them who think that the mission of the organization is to get them awards and promotion. And so many of them get so wrapped up in their management cliques and PowerPoint briefings to higher management that they don't take any time to look honestly at their personnel issues and address them. Many times, there's no action from management until the issue goes supernova.
The biggest problem with the workforce is that there are too many people who want to just sit back and complain. Be part of the solution. If management won't let you, consider your options (including another job). If you sit in a job for 25 years hating every second of it, the problem is YOU.