https://cjcodes.com/manager-docs/ Recent content in Manager Documentation on cjcodes Hugo -- gohugo.io en-us Tue, 28 Dec 2021 11:33:56 -0800 https://cjcodes.com/manager-docs/prs-welcome/ Tue, 04 Jan 2022 19:58:28 -0800 https://cjcodes.com/manager-docs/prs-welcome/ Even though these docs are a reflection of my personal style, I am very open to feedback, suggestions, corrections, questions, and challenges to my opinions. The source of this site is open-source on GitHub. File an issue or open a PR! https://cjcodes.com/manager-docs/1-on-1s/ Tue, 04 Jan 2022 09:38:08 -0800 https://cjcodes.com/manager-docs/1-on-1s/ A 1:1 is always your meeting. My meetings are performance reviews and formal calendar invites. As always, others have written with more eloquence than I on the topic, so I picked one for you that summarizes my approach. Format of a 1:1 doc I like to have these categories in my 1:1 docs: Prioritized topic backlog Action items Dated summary of items discussed 1. Backlog The topic backlog is a dumping ground for things that come up during the week that you or I would like to discuss together. https://cjcodes.com/manager-docs/expectations-of-me/ Tue, 28 Dec 2021 20:57:42 -0800 https://cjcodes.com/manager-docs/expectations-of-me/ To be written. This page will outline what you can expect from me as your manager. Below is my working list that I’ll add to over time. Radical transparency Thorough performance reviews and 100% clarity on the factors that impacted your performance review Estimate with a 1 year margin of error of when you’ll be ready for your next promotion. (The precision decreases as you go beyond Staff level.) 24 hour response SLA to emails “Next free time” commitment to acknowledge Slack messages (SLA < 4 business hours) Evidence- and example-driven feedback No feedback sandwiches Ad-hoc feedback when requested within 48 business hours … more to come, along with better formatting https://cjcodes.com/manager-docs/working-hours/ Tue, 28 Dec 2021 18:58:02 -0800 https://cjcodes.com/manager-docs/working-hours/ I try very hard to adhere to an eight hour schedule, and I do this for a very specific reason that’s not just to protect against burnout. Stretching my working hours to accommodate more responsibilities than I have time for allows understaffing to perpetuate itself, and doesn’t let my team or organization easily identify what our staffing gaps are. Folks like me who are capable of wearing many hats fall into this trap very easily, and the workday limit gives me the tool I need to trade off what the highest priority for me is. https://cjcodes.com/manager-docs/no-hello/ Tue, 28 Dec 2021 18:57:57 -0800 https://cjcodes.com/manager-docs/no-hello/ I don’t have many pet peeves aside from chewing with your mouth open. However, in a professional setting, I do admit to having one pet peve: The Hello. So with that vague introduction, I send you over to nohello.net, where some other random internet stranger has articulated the problem and solution. https://cjcodes.com/manager-docs/books/ Tue, 28 Dec 2021 12:23:28 -0800 https://cjcodes.com/manager-docs/books/ I’ve assembled a list of books that have helped me formulate my leadership and management style. I’ve roughly ordered them based on how formative I believe them to be on my style. Management Leading Snowflakes Oren Ellenbogen Turn the Ship Around! L. David Marquet Start with Why Simon Sinek Leadership and Self-Deception The Arbinger Institute The Manager’s Path Camille Fournier Predictably Irrational Dan Ariely Thinking, Fast and Slow Daniel Kahneman The Back of the Napkin Dan Roam Switch Chip and Dan Heath Linchpin Seth Godin Radical Candor Kim Scott The Power of Habit Charles Duhigg Made to Stick Chip and Dan Heath The Five Dysfunctions of a Team Patrick Lencioni Drive Daniel H. https://cjcodes.com/manager-docs/feedback/ Tue, 28 Dec 2021 11:33:56 -0800 https://cjcodes.com/manager-docs/feedback/ Throughout my career, my process and standards for feedback have remained pretty consistent. So this page attempts to distill down the key points into a relatively short guide. Types of Feedback Let’s start by breaking feedback down into two categories: developmental and performance. Each one has different implications for the recipient. Developmental Developmental feedback is the feedback that you provide to your peers, up to your manager, and down to those that you don’t directly manage (eg.