This is my version of a Manager Readme.

!! You should delete this section, just read it first !! Hello and thank you for trying to flesh out your managerial philosophy via Manager README. Below you will find a list of topics you could fill (or delete) with some questions to get you starting. Feel free to delete the questions once you’re done.

At any time, you can click on “NEED INSPIRATION?” button next to the “Save all changes” to get more ideas.

This section won’t self-destruct, so just delete it once you’re done reading :)

Motivation for this document

[DELETE LATER] Try to answer these questions: Why did you take the time to write this document? What were you aiming to get from others reading it?

My role

[DELETE LATER] Try to answer these questions: How are you being measured for by the organization? What are the team’s KPIs? How will you help your teammates get better at their jobs?

What do I value most?

[DELETE LATER] Try to answer these questions: What does helping me look like? What is my process for handling conflicts? (and how you can do it yourself) How does helping me look like? What weaknesses of mine should the team know about, and how can they help me improve?

My Expectations

[DELETE LATER] Try to answer these questions: How should people set time with you? When it comes to mistakes, what’s the best way for employees to come forward? How do you define “Done”? When should people be available and how? (e.g. work hours, availability via chat/phone etc.)

1:1s

[DELETE LATER] Try to answer these questions: When do you usually have 1:1s with your team? Who should lead the 1:1 (you or them)? What should be the main focus during that time?

Personality quirks

[DELETE LATER] Try to answer this question: What are the individual quirks that anyone working with me should know about? Usually, these quirks are not “good” or “bad”, they just part of who you are. It’s the small things that people do that gets you extremely happy/excited or extremely upset/nervous within 5 seconds without any good reason.

Where to focus on your first 90 days?

[DELETE LATER] Try to answer these questions: What does effective onboarding look like on your team? How can they tell if they’re doing a good job in their first 30 days?