manager-dot-dev
Official@manager-dot-dev
Offers structured frameworks for engineering leadership, performance management, and organizational alignment to optimize team delivery and professional growth.
Agent Skills by manager-dot-dev
Showing 27 vetted skills indexed across 1 GitHub repositories.
manager-dot-devmanaging-high-performers
Diagnose high-performing engineers with a four-quadrant model and growth plans.
manager-dot-devcareer-development
Generate career development advice and dialogue for engineering reports.
manager-dot-devinfluence
Coordinate stakeholder influence to secure buy-in for engineering initiatives.
manager-dot-devmanaging-urgency
Guide engineering managers through a five-question evaluation of urgent deadlines.
manager-dot-devretaining-developers
Diagnose engineer retention risk and recommend targeted interventions.
manager-dot-dev1on1s
Generate structured 1:1 meeting agendas and diagnostic guidance for engineering managers.
manager-dot-devperformance-reviews
Diagnose employee underperformance and structure performance reviews and improvement plans.
manager-dot-devmanaging-up
Identify reliability gaps in upward relationships and surface actionable issues to leadership.
manager-dot-devdeveloper-productivity
Analyze engineering delivery metrics to identify productivity gaps and generate measurement setups.
manager-dot-devfeedback
Generate SBI-framed feedback statements and opening lines for managers.
manager-dot-devdelegation
Delegate engineering work using Team Rep, Epic Ownership, and Three-Layer Assignment frameworks.
manager-dot-devknowledge-sharing
Diagnose knowledge silos and recommend frameworks for engineering teams.
manager-dot-devwritten-communication
Draft concise written messages with intent, audience calibration, and risk checks.
manager-dot-devbusiness-literacy
Define business financial terms with engineering translations and stakeholder phrasing.
manager-dot-devmanaging-yourself
Diagnose engineering managers' self-effectiveness and identify mindset and behavior traps.
manager-dot-devteam-health
Diagnose team health and provide interventions for morale and engagement.
manager-dot-devworking-with-pm
Diagnose PM–EM relationship patterns and resolve roadmap or ownership conflicts.
manager-dot-devhiring
Structure interview loops and calibrate hiring criteria for promotion decisions.
manager-dot-devmeetings
Determine if a meeting is needed and outline an agenda with action items.
manager-dot-devroadmap-planning
Plan and prioritize engineering roadmaps with prioritization frameworks and tradeoff analysis.
manager-dot-devshadow-work
Diagnose shadow-work types and create evidence plans with interventions.
manager-dot-devteam-composition
Diagnose engineering team skill gaps and recommend hiring or reassignment.
manager-dot-devem-context
Capture and centralize engineering team and org context in .agents/em-context.md.
manager-dot-devengineer-motivation
Identify an engineer's primary motivation driver and suggest aligned delegation.
Frequently Asked Questions About manager-dot-dev
FAQPage SchemaWhat specific management tasks can I perform using these frameworks?▼
You can execute performance reviews, structure 1:1 meeting agendas, prioritize engineering roadmaps, and draft SBI-framed feedback. The system also supports diagnosing team health, managing upward relationships, and creating 30-day action plans for management transitions.
Who is the target persona for these engineering management resources?▼
These resources are designed for engineering managers, technical leads, and directors responsible for team performance, hiring, and cross-functional coordination. It serves leaders needing structured guidance for high-stakes personnel situations and organizational planning.
What are the prerequisites for implementing these management frameworks?▼
Implementation requires maintaining an EM context file, specifically located at .agents/em-context.md, to centralize team and organizational data. This file acts as the primary dependency for generating accurate, context-aware playbooks for difficult situations and team-specific interventions.