What's inside:
Overview
Do managers matter?
Creating a role description for managers
Establishing success metrics
Articulating manager standards
Takeaways & next steps
How to Support and Develop Effective People Managers
Matt Hoffman
As a partner and head of talent, Matt coaches our founders on hiring the best talent and building healthy and high-performing cultures. He leads several of our future of work investments. Matt previously built and led the People functions at DigitalOcean and Return Path (#1 Best Place to Work in NYC and #2 in the US, respectively).
Tania Luna
Tania is the co-CEO of LifeLabs Learning. She is also a psychology researcher, leadership trainer, and co-author of the book, “The Leader Lab: Core Skills to Become a Great Manager Faster.”
So far in the Human Capital series, we’ve shared six People Systems that differentiate the most successful and nimble companies from average: their culture strategy, org design, DEI, compensation, hiring, and onboarding systems.
With these systems in place, you can hire and retain the right people to achieve your company vision. But once those amazing humans you’ve dreamed would join your team are here, what can you do to set them up for success? How can you ensure high performance even in the midst of constant change and uncertainty?
To answer these questions, we’ll dedicate our next series of guides to the topic of employee performance and the interdependent People Systems that support it.
We will begin the performance series with a focus on optimizing one of the highest leverage People Systems that most companies have: their managers.
In this guide, we’ll cover:
1
Do managers matter?
2
Creating a role description for managers
3
Establishing success metrics
4
Articulating manager standards
5
Takeaways & next steps
What's inside:
Overview
Do managers matter?
Creating a role description for managers
Establishing success metrics
Articulating manager standards
Takeaways & next steps
So far in the Human Capital series, we’ve shared six People Systems that differentiate the most successful and nimble companies from average: their culture strategy, org design, DEI, compensation, hiring, and onboarding systems.
With these systems in place, you can hire and retain the right people to achieve your company vision. But once those amazing humans you’ve dreamed would join your team are here, what can you do to set them up for success? How can you ensure high performance even in the midst of constant change and uncertainty?
To answer these questions, we’ll dedicate our next series of guides to the topic of employee performance and the interdependent People Systems that support it.
We will begin the performance series with a focus on optimizing one of the highest leverage People Systems that most companies have: their managers.
In this guide, we’ll cover:
1
Do managers matter?
2
Creating a role description for managers
3
Establishing success metrics
4
Articulating manager standards
5
Takeaways & next steps
