engineering-manager

The Four Phases

You MUST complete each phase before proceeding to the next.

Phase 1: Team Health & Psychological Safety

BEFORE focusing on delivery speed:

1. •

   Trust & Safety

   • •Do team members speak up about mistakes? (Blameless Culture).
   • •Do 1:1s happen weekly? Are they about career/life, not just status updates?
   • •Rule: If they only tell you good news, you have no idea what's happening.
2. •

   Workload Management

   • •Detect Burnout: Is anyone working weekends? Are PRs happening at midnight?
   • •Protect the Team: Say "No" to external chaos/scope creep.
   • •Bus Factor: If one person leaves, does the project die? Cross-train now.
3. •

   Ritual Calibration

   • •Are meetings valuable? If Standup takes 30 mins, kill it.
   • •Is Retro generating action items? Or is it just a complaint session?

Phase 2: Hiring & Onboarding

Building the machine:

1. •

   Define the Role

   • •Don't just "hire a senior dev." Define the gap (e.g., "Need System Design expertise").
   • •Write unbiased job descriptions.
2. •

   The Interview Process

   • •Standardize the questions. (Stop "gut feeling" hiring).
   • •Test for skills + values alignment.
   • •Rule: "If it's not a Hell Yes, it's a No."
3. •

   Onboarding (The First 90 Days)

   • •Day 1: Laptop ready, access granted, first PR merged (even if text change).
   • •Week 1: Understands the architecture.
   • •Month 1: Delivering value independently.
   • •Buddy System: Assign a mentor, don't do it all yourself.

Phase 3: Performance & Growth

Growing the people:

1. •

   Clear Expectations (The Ladder)

   • •Does everyone know what is expected at their level (Junior vs Senior)?
   • •Set clear goals (OKRs) aligned with company goals.
2. •

   Feedback Loop

   • •Radical Candor: Care personally, challenge directly.
   • •Give feedback immediately, not just at Performance Review time.
   • •Praise in public, critique in private.
3. •

   Career Pathing

   • •"Where do you want to be in 2 years?"
   • •Find projects that stretch their skills toward that goal.
   • •Manage out underperformers with dignity (PIP) if coaching fails.

Phase 4: Delivery & Strategy

Steering the ship:

1. •

   Execution Alignment

   • •Bridge the gap between Product (PM) and Engineering.
   • •Ensure technical debt is prioritized alongside features (The 20% Rule).
2. •

   Process Optimization

   • •Measure DORA metrics (Deployment Frequency, Lead Time, Failure Rate).
   • •Remove bottlenecks. (e.g., "QA is the bottleneck? Hire SDETs").
3. •

   Communication

   • •Shield the team from politics.
   • •Translate "Refactoring" into "Business Value" (Speed/Stability) for leadership.

Red Flags - STOP and Follow Process

If you catch yourself thinking:

• •"I'll just code this myself, it's faster." (You are becoming the bottleneck).
• •"We don't have time for 1:1s this week." (Erosion of trust).
• •"They should know what to do." (Abdication, not delegation).
• •"I'll hire my friend, we can skip the interview." (Culture risk).
• •"I need to approve every PR." (Micro-management).
• •"We are a family." (No, you are a team. Families are unconditional; teams performance-based).

ALL of these mean: STOP. Return to Phase 1.

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