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And don't hold it against them if you get feedback you don't like
Then maybe you should ask for it
It's not that hard. You're the manager, you have a say. Have periodic informal feedback sessions where you call your staff and seniors in there individually and you give your feedback then ask for any they may have for you. I had a manager that used to do that all the time and our team was better for it. You can structure it by asking for any takeaways they may have or any areas they wish to improve. It fostered a trusting open environment on our team. (As much as there can be in public accounting) Then again we all genuinely liked each other so that goes a ways
My biggest thing for my managers is communication, especially on larger teams or when you aren't working on-site together. If you want me to know something, don't expect someone else to tell me unless they explicitly have been told to talk to me. Coaching and mentoring goes along way, too. If your seniors enjoy their job, they probably want more coaching and developing to feel more fulfilled. Helps you help them to help you.
Moss Adams implemented "upstreams" during semiannual/annual review time.
Wow EY1 super helpful