Mission

At the end of the day, the manager achieves goals through the work of others.

It's someone who gains energy by seeing others succeed. She/He's making their reports happy :). https://www.youtube.com/watch?v=Yk5XC6ZMsf8&t=180s

Why does this role exist

Managerial support/duties.

Responsibilities

The core purpose of the people manager role is to enable their team to do their best work.

The top priorities of the manager's role are:

1. Staffing (e.g., hiring, managing performance)
2. Empowering people (e.g., adding missing processes)
3. Bringing clarity (e.g., connecting dots, gaps in process)

In more detail per domain:

1. People
   • Staffing
     • Having the right skills and roles in the team to succeed.
     • Hiring
       • Attract and hire great people.
       • Participate in the initial review of candidates.
   • Unleashing potential. Help the engineers grow their skills and experience.
     • Give regular and clear feedback on the individual's performance.
     • Hold regular 1:1s with all members of their team to support them.
     • Allow each member to do their best.
   • A great work environment.
     • Ensure a sense of psychological safety on your team.
     • Make sure the team has the materials and equipment needed to do the work right.
     • Care about the people in your team as humans.
   • Act as a servant leader.
     • Ensure all your team's options are heard and taken into account.
2. Processes

   • Providing clarity: expectations, progress, etc.

   • Provide a consistent/successful interface between Engineering Development and Product Management.

   • Reduces admin burden

     

     Source

   • Focuses on continuously delivering value to the customer

   • Experiments with the development process

   • Trusts the team but plays tiebreakers when necessary.

   • Improve adoption of the processes

3. Technical - relying on others to achieve technical goals
   • Help drive the roadmap and priorities for your team.
   • Support the IC team in achieving a high level of IC excellence and product quality.
   • Dive deep into technical problems to find solutions if necessary.

Team responsibilities

Product Team - High-level team responsibilities

Key performance indicator

• The position in Individual Contributor (IC)
• Hiring Actual vs. Plan
• Team member retention
• Diversity: seniority, gender, location, etc.
• The position in the manager track Ladders per department

Sizing