How Engineering Managers can understand their team better
👋 Hi, this is Nitin with another post in my series The Engineering Manager’s Pocket Guide. In every post, I cover topics related to tech and leadership through the lens of an engineering manager. In this post, we cover a decision framework I use regularly. To get all the posts, subscribe here.
As an engineering manager (EM), you have a lot on your plate. You need to ensure your team is working effectively, while also keeping an eye on team and organization goals. It can be easy to get caught up in the day-to-day hustle and forget about the people who are actually doing the work. However, understanding what drives your engineers is crucial to keeping them engaged and motivated, which is especially tricky if you have a large team or work remotely. In this post, we’ll explore some ways that EMs can get to know their team members and build stronger relationships.
1. Schedule one-on-one meetings
One of the most simplest things you can do as an EM is to schedule regular 1:1 meetings with each of your team members. You’d be surprised that this is not the default for all managers. Some have 1:1s only every month. Some don’t even do these regularly 😱. These meetings are an opportunity for you to check in with your engineers, get to know them on a personal level, and understand their goals and motivations. During these meetings, it’s important to actively listen to your team members and give them the space to express themselves. You can use these meetings to discuss their progress, their challenges, and their ideas for the future (e.g. developmental goals), and you’ll be surprised by how much you can learn from these conversations. Scheduling regular 1:1 meetings also shows your team members that you value their input and are committed to their success.
2. Create a safe space for feedback
Easier said than done, but encouraging your engineers to be honest with you about their feelings (yes, you can get personal if they’re willing to), their concerns, and their ideas opens up all kinds of conversions.
By being open and transparent with your own feedback you are modeling the behavior you want to see in your team
By creating an environment of trust and respect, you can build stronger relationships with your team members and get a better understanding of what motivates them. Finally, you can also establish channels for anonymous feedback to encourage honest and constructive criticism, which can be invaluable to round-out the perspective.
3. Ask open-ended questions
When you’re trying to understand your team’s goals and motivations, it’s important to ask open-ended questions. This means avoiding questions that can be answered with a simple “yes” or “no” and instead asking questions that require more thought and reflection.
For example, instead of asking “Do you like your job?” you could ask “What do you enjoy most about your job?” or “What would make your job more fulfilling?”
By asking open-ended questions, you can encourage your team members to think more deeply and give you more insight into what makes them tick.
4. Conduct Regular Performance Reviews
Conducting regular performance reviews is another way to gain insight. During these reviews, you can discuss your team members’ performance over the past few months, offer feedback on their strengths and areas for improvement, and set goals for the future. You can also ask your team members about their career aspirations and offer guidance on how to achieve them. They’re a great way to provide a structured opportunity to discuss your team members’ goals and show them that you are invested in their success.
5. Celebrate successes
This one might possible the most understated habits of successful managers. It’s really important to celebrate successes with your team. When your engineers achieve their goals or make significant progress on a project, take the time to acknowledge their accomplishments. This can be as simple as sending an email or Slack message thanking them for their hard work or taking them out for a team lunch. By celebrating successes, you can build morale and show your team members that you value their contributions.
6. Offer Mentorship Opportunities
As a software EM, you have a wealth of knowledge and experience to share with your team members. Offer to mentor team members who are interested in learning new skills or advancing their careers. During mentorship sessions (which can be separate from your regular 1:1s), you can share your personal experiences as a way to provide perspective. Mentorship also helps build a stronger relationship between you and your team members, which can lead to better communication and collaboration.
7. Organize Team-Building Activities
By participating in team-building activities, you can gain a deeper understanding of your team members’ personalities, interests, and aspirations. These activities can be as simple as team lunches or more elaborate events, such as offsite retreats. When organizing team-building activities, be sure to include activities that encourage communication, collaboration, and problem-solving. These activities can help build a stronger team dynamic and create a more positive work environment.
In conclusion, understanding the goals and motivations of your engineers is crucial to keeping them engaged and motivated. As an engineering manager, it’s important to schedule one-on-one meetings, create a safe space for feedback, ask open-ended questions, understand their career aspirations, and celebrate successes. By doing these things, you can build stronger relationships with your team members and create a more productive and fulfilling work environment.
If you have any thoughts or experiences to add, let me know! Respond to this post or let me know on LinkedIn. I’m happy to talk about anything software engineering related.
