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Implement a new one-on-one program across the team to foster better communications between managers and their direct reports

One-on-ones are a great opportunity to build trust, share feedback, and engage with each team member. They provide a dedicated time and place to discuss everything from roadblocks to career aspirations, let’s make them count.

• Choose a one-on-one meeting platform (E.g. Soapboxhq.com 😉)
• Pick 1-3 themes for the next 6 months for the team to improve (I.e. growth, communication, motivation)
• Meet with all people managers to introduce the concept and discuss the themes
• Introduce the concept to your entire engineering team and ensure meetings are set up for each manager and their direct reports
• Ensure each manager is asking thought provoking questions in every one-on-one related to the theme
• Check with your managers every month to make sure no one-on-ones are cancelled and only rescheduled due to vacations or emergencies
• Read a book on communication or asking questions this quarter (I.e. Never Split the Difference, The Coaching Habit, A More Beautiful Question, or The Book of Beautiful Questions)

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Improve your management skills

Great managers keep their team engaged, high performing and retained. Even if you are already a great manager, there's always room for improvement. Let’s make a concerted effort to continue to listen, learn, and grow in our management skills and foster a culture of sharing and actioning on feedback.

• Give at least 1 piece of actionable feedback a month to every direct report
• Get at least 1 piece of actionable feedback a month from every direct report
• Have at least one career conversation with each report per month
• Meet with a management coach/mentor this quarter
• Action on employee feedback and review your progress with the team at the end of the quarter

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Hire 3 diverse and skilled employees

Bring on three new planned hires, and ensure we create a diverse pipeline. Also attract high-calibre talent on a startup budget.

• Work with HR consultant to review job postings to ensure they're inclusive and competitive
• Interview at least 10 candidates for each role, with at least 7 of them coming from marginalized communities
• Hire final employees within the total comp range outlined in operating budget