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, and focusing on growth)
2. Empowering people (e.g., adding missing processes, gaps in processes)
3. Bringing clarity (e.g., defining what’s important, connecting dots)

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

Roles matrix - Product team

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