<aside> 👋 Welcome to the Manager Resources page! Here’s some basic content to orient you around how we think about People Management at Oyster. This is by no means an exhaustive guide on how to manage people as there is no playbook for human beings — everyone is unique and has various experiences and perspectives. This page should be used as a resource to learn how to handle the various situations that may arise as a manager at Oyster.

We update this regularly as more content gets created.

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📖  Handy Resources

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📣 Introduction

If you’re here, you’re probably interested in either your role as a Manager, what you should expect from your own Manager, or maybe you’re just curious about Management!

Since every company has a slightly different approach to people management, we wanted to start out by defining some expectations for all Managers at Oyster, regardless of team, department, or seniority.

🤔 What does it mean to be a Manager at Oyster?

We’ve bucketed Manager responsibilities into three categories:

1️⃣  General team management

Workload/Headcount

• Understand the work that needs to be done, and who will do it. Conversely, understanding and planning for work that perhaps doesn’t need to be done by your team (and collaborating with other leaders to resolve).
• Consider your team’s cross-functional presence (ie: which Departments/Teams are they in, and do you understand how they work with other groups?).
• Work with Talent Acquisition when you have a need to open a new role.
• Proactively consider succession planning, so you are prepared for departures and career development.

Availability and Burnout

• Keep an eye on your team’s OOO schedule to ensure necessary coverage. Learn more about our Paid Time Off Policy and ask People Operations if you have questions.
• Monitor workload and burnout: encourage people to take time off, and assist them in reallocating work as needed. Kona is a great tool (integrated daily into Slack) that helps monitor psychological safety and burnout in your team. Get started with this guide.

Engagement

• Keep a general pulse on how your team is doing engagement-wise, and involve them in initiatives specific to engagement results and action plans (ie sharing your team’s results and asking for their input on changes).