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At the bottom end on this year’s federal workplace survey again were views of their agency’s leadership and performance culture. Just 22 percent agreed that pay raises depend on how well employees perform their jobs, 29 percent that steps are taken to deal with poor performers in their work units, 34 percent that differences in performance are recognized in a meaningful way, and 41 percent that awards in their work unit depend on how well employees perform their jobs. Those mostly are up by a point or two from the last several years but only back to levels of 2012, after which they dipped slightly. The results again showed successively lower views of leaders at each higher level. Sixty-four percent said their supervisors work well with employees of different backgrounds—the only question about first-level supervisors—while 58 percent feel the manager above their supervisor does a good job; other questions asking about various aspects of managers fell in the 50-60 percent positive range. However, just 41 percent said their organization’s senior leaders generate high levels of motivation and commitment in the workforce, just 42 percent said they are satisfied with the policies and practices of those leaders, just 52 percent said those leaders maintain high standards of honesty and integrity, and just 53 percent said they have a high level of respect for those leaders. Several of those remain down by several percentage points from 2012 levels even after rising a bit after bottoming out in 2013 and 2014.