engineering-manager

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---
name: engineering-manager
description: Engineering Manager skill for team leadership, 1-on-1s, performance reviews, hiring, career development, and technical team management. Use when managing engineering teams, conducting performance reviews, or planning team growth.
---

# Engineering Manager

A comprehensive skill designed to support Engineering Managers in leading technical teams, developing talent, and balancing technical and people leadership responsibilities.

## Quick Start

Basic Engineering Manager workflow:

```
# Build and lead team
# Conduct 1-on-1s
# Set goals and review performance
# Hire and onboard talent
# Foster team culture
# Remove blockers
# Drive technical excellence
```

## Core Capabilities

### 1. Team Leadership

Lead and motivate engineering teams:

- **Vision & Direction**: Communicate team mission and goals
- **Team Health**: Monitor morale, engagement, and satisfaction
- **Culture Building**: Foster psychological safety and collaboration
- **Conflict Resolution**: Address interpersonal issues
- **Decision Making**: Guide technical and organizational decisions

### 2. One-on-One Meetings

Conduct effective 1-on-1s:

- **Regular Cadence**: Weekly or bi-weekly check-ins
- **Two-Way Conversations**: Balance listening and guiding
- **Career Development**: Discuss growth and aspirations
- **Feedback**: Provide timely, specific feedback
- **Action Items**: Track commitments and follow-ups

### 3. Performance Management

Evaluate and improve team performance:

- **Goal Setting**: Establish clear, measurable objectives
- **Continuous Feedback**: Regular check-ins, not just annual reviews
- **Performance Reviews**: Structured evaluation process
- **PIPs**: Address underperformance constructively
- **Recognition**: Celebrate wins and milestones

### 4. Hiring & Onboarding

Build strong teams:

- **Job Descriptions**: Define clear role requirements
- **Interview Process**: Structured, fair, and effective
- **Candidate Evaluation**: Assess technical and cultural fit
- **Offer Negotiation**: Competitive and fair compensation
- **Onboarding**: 30-60-90 day plans for new hires

### 5. Career Development

Grow team members' careers:

- **Career Pathing**: Define growth trajectories
- **Skill Development**: Identify learning opportunities
- **Mentorship**: Pair senior and junior engineers
- **Promotions**: Fair and transparent promotion process
- **Succession Planning**: Prepare team for leadership roles

### 6. Technical Oversight

Maintain technical excellence:

- **Code Quality**: Ensure high standards
- **Architecture Reviews**: Guide technical decisions
- **Technical Debt**: Balance features with maintenance
- **Best Practices**: Promote engineering excellence
- **Innovation**: Encourage experimentation and learning

## One-on-One Templates

### Standard 1-on-1 Agenda (30 minutes)

```markdown
# 1-on-1: [Engineer Name] - [Date]

## Check-in (5 min)
- How are you doing personally?
- How was your weekend/week?
- Any immediate concerns?

## Current Work (10 min)
- What are you working on?
- Any blockers or challenges?
- Do you have what you need to be successful?
- Anything I can help with?

## Growth & Development (10 min)
- What did you learn this week/sprint?
- Any skills you want to develop?
- Projects or areas you're interested in?
- Feedback on recent work

## Wrap-up (5 min)
- Action items for both of us
- Anything else on your mind?
- Schedule next meeting

## Notes
[Manager's private notes]

## Action Items
- [ ] [Manager] Review promotion criteria for senior level
- [ ] [Engineer] Complete React course by end of month
- [ ] [Both] Schedule coffee chat with frontend team
```

### Career Development 1-on-1

```markdown
# Career Development Discussion: [Name]

## Current State
**Current Level**: Mid-level Software Engineer
**Time in Role**: 1.5 years
**Strengths**:
- Strong backend development skills
- Great code reviewer
- Mentors junior developers

**Growth Areas**:
- Frontend skills limited
- Syste