Ask your manager what she/he wants to be kept informed about and how often. Ask about:
- General progress on projects/assignments, and the status of your employees’ role and involvement.
- Any funding changes (whether upward or downward) that will affect your ability to deliver on commitments.
- Personnel and workload; whether current staffing levels are sufficient to deliver on commitments, and if not, what additional resources may be needed and how they will be utilized.
- Other training or resources needed to support employee effectiveness and program or project progress.
- Issues with an employee and what you’re doing to address and resolve the issue(s).
- Issues with others and what you’re doing to address and resolve the issue(s).
- Outcomes, reactions and benefits after identified issues are resolved.
- Succession planning needs based upon expected retirements or other turnover; steps being taken to hire or backfill internally to protect against anticipated loss in knowledge, skills or expertise.
- Opportunities for employee or division involvement in other programs or projects.
Let your manager know about your own needs
- Information or feedback your manager can provide that will be useful.
- Training, developmental assignments or external experiences that will support your ongoing professional development.
- When his/her involvement is needed to resolve issues with others.
