Why and How to share your Manager README (plus here's mine)

2 min read

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7 highlights

  • The less that is implied or mysterious about you, the safer and more trusting others will feel

  • For your direct reports to be confident working with you, it really helps that you share your own work style, preferences, and what they can expect reporting to you.

  • The most common reason I’ve heard for not giving managers’ feedback is “I’m not sure whether my manager should be doing X”.

  • This is quite a reflective exercise so I recommend a happy reflective place. For me, it’s a coffee shop with nice music — whatever makes you happy. I’d avoid rushing this in between meetings on a busy day, or working on it after an emotionally draining time.

  • So you’ve worked with a teammate for months or even years and now you’re imagining walking into your 1:1, and sharing this document of who you are and you’re imagining this eye-rolling and that kind of “uh
 ok whatever that’s pretty weird” response and you’re thinking that’s never going to fly on your actual team. It’s ok. Really, really it is. People appreciate growth, learning and sharing. Just share why you’re doing it, and do it.

  • You can use the “I want to try this cheesy thing that I heard can be helpful. I tried out an experiment and made an operating manual that I want to share with folks
 I’d love to hear what you think?” Or, just give them this blog post!

  • Some people also might not really engage. For some folks this just isn’t their jam, and you’re not doing this for cookies and praises. That’s ok too!

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