The Manager Manifesto

This has been gnawing at me for a while now: as engineers, we obsess over how we solve problems with technology. It’s so important to us that we’ve churned out multiple manifestos, each more self-righteous than the last. But on the management side? Crickets. Do we just not care?

Well, I Do

Why? Because being a manager is no small thing. You’re not just pushing paper or checking boxes; you’re guiding people. You can make or break someone’s career, turn their job into a nightmare, or—worst of all—be so irrelevant that you do nothing for them at all. Study after study shows that people don’t quit companies, they quit managers. Too many folks sprint toward management for the perks without a clue about the responsibility they’re signing up for. Enough with the shenanigans and let’s make a real commitment to being the solid foundation our teams deserve. This is going to be a wild ride, so buckle up!

The Manifesto

1. Business Success for People Security

Our foremost duty as managers is to ensure the success of the Leadership Team. We must prioritize the needs of the business, understanding that by aligning with the broader goals, we create an environment of psychological safety. When the business thrives, so do our teams, and they are freed from the anxiety of job insecurity.

2. Human-Centered Leadership

We are not just managing employees; we are supporting individuals. To do this effectively, we must know them as people—understand their dreams, their challenges, and their potential. Our role is to guide them through growth, helping them face and overcome obstacles rather than avoid them. Trust is our currency, and candid, constructive conversations are the cornerstone of our relationships.

3. Influence Over Command

Leadership is about influence, not control. We strive to lead by example, persuade with purpose, and guide with empathy. Management should be our last resort, employed only when influence alone cannot steer the ship.

4. The Ever-Evolving Craft of Management

Becoming a manager is not the end of learning, but the beginning of a new journey. We must continuously hone our skills, stay curious, and embrace lifelong learning. Stagnation is not an option; we must evolve as the needs of our teams and the business evolve.

5. Decision-Making with Integrity

We are responsible for making decisions that balance the needs of the business with the well-being of our teams. Our choices should be grounded in integrity, transparency, and fairness, especially when faced with difficult situations.

6. Empowerment through Delegation

Effective managers empower their teams by delegating authority, not just tasks. We trust our teams to take ownership of their work, make decisions, and innovate. Empowerment is about fostering autonomy while providing the support needed to succeed.

7. Continuous Feedback Culture

Feedback is the lifeblood of growth—for both the manager and the team. We commit to creating a culture where feedback flows freely in all directions, is timely, specific, and actionable. We encourage both giving and receiving feedback as a means to personal and collective improvement.

8. Diversity and Inclusion as a Strategic Imperative

To maximize profits, the business must reach and resonate with a diverse customer base. This requires us to employ diverse teams, as they bring a wide range of perspectives that are crucial for innovation and effective problem-solving. We are dedicated to creating an inclusive environment where every voice is heard, respected, and valued, ensuring our products appeal to the broadest possible audience.

9. Leading by Example

We lead through our actions, not just our words. Our behavior sets the standard for the team. Whether it’s embracing change, taking responsibility, or demonstrating resilience, we model the qualities we want to see in others.

10. Accountability at All Levels

Accountability is key to building trust and ensuring that commitments are met. We hold ourselves and our teams accountable, not through blame, but through ownership and a commitment to follow-through.

11. Prioritizing Well-Being and Work-Life Balance

We recognize the importance of well-being and work-life balance. As managers, we must be vigilant in preventing burnout and promoting a healthy work environment. Supporting our teams’ well-being is not just compassionate—it’s critical to sustained success.

12. Adaptability and Change Management

In an ever-changing business landscape, adaptability is crucial. We must be agile in our approach, ready to pivot when necessary, and lead our teams through change with clarity, communication, and support.

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