Let go of the urge to do everything yourself. As a manager, your core value is enabling & amplifying the success of others. Develop a strong support structure of high-performing leads and delegate effectively.
The other one is unlike code, people problems don’t always have elegant solutions. Prepare yourself to handle difficult conversations, workplace conflicts, and navigate delicate performance issues.
Once you have Team Leads and other senior people under you, you cannot go and manage their teams for them. Instead, your task is now to enable that next layer of leaders under you to manage their teams better.
But many EM’s need to feed their ego so they don’t want to make others grow, they want to see they are needed instead
Every team member will want/need a different type of management style. Some want more consistent accountability and others will want a more hands-off approach. Be flexible and tailor your style to each individual.
Ask team members how they like to be celebrated and make sure to celebrate big team achievements. We used AirBnb Experiences (baking cookies with a chef) and make your own candle through a studio in London when we delivered large features.
A psychologically safe environment is the foundation upon which trust is built and it will help your team perform at a high caliber. We set up a Feelings Friday meeting every quarter where folks can share how they’re doing mentally/emotionally inside/outside of work.
Being accountable and reliable is one of the most important traits of an EM. If you tell a team member you’ll do something, you should keep your word.
Be as transparent and authentic as possible. As an extension of leadership you’re in a tricky position to deliver important updates even when difficult. Try to share all the information you have in a genuine way while still keeping in mind you represent the company.
Your success metrics shift from Jira tickets closed and quantifiable codebase improvements to the more long-term success of your team members. Get comfortable viewing success through the lens of team productivity and contentedness, and whether you’ve met your deliverables.
You will now have two teams: the team you manage and the team of your peers. Invest time into building rapport with both. And find a great mentor within your peer-level who can guide you during difficult times.
Engineering Management is a highly technical and emotional job that will make you question yourself every week (or maybe even every day). And frankly it’s not a job every engineer would enjoy switching into. But I love it. And I can’t believe it’s been a year.