Several years ago, I published a critique of manager READMEs that succeeded in stirring up a lot of feelings, pro and con. I’d like to believe it prompted some people to reconsider whether these are actually effective tools.

Today, I want to revisit this. Not to encourage you to write a manager README, but to suggest other ways forward that I have learned in the years since writing the first post.

The Problem

When you become a senior manager or an executive, you face new challenges. Your job involves directing work across many people with different approaches, styles, and opinions. Left to their own devices, each person will develop a slightly different way of communicating with you, one that works for them and that they believe works for you.

With a broad scope of work to oversee, you need to quickly grasp what matters and should be shared upward, outward, and down into different parts of your organization. Now, at most companies, this is a known problem and inevitably someone has already tried to solve it by means of standardized tooling and reporting. Everyone uses Jira for a reason and it’s not that Jira is the best tool ever, but it is malleable to many types of standardization. Companies implement OKR tools and Tableau dashboards, they institute various program management processes, they run quarterly business reviews, and all of these are done in the name of standardizing the information that is passed upward and outward so that people can make better decisions.

Unfortunately, this is typically the lowest common denominator of usefulness to any senior manager. Reporting generated in this way obscures as much as it reveals, and it rarely addresses the things that you really care about¹. So senior managers need other mechanisms for imparting what they want to hear about and see. The README can sometimes be an attempt to impart that cultural overlay: a way of saying, “I care about X, and want you to focus on that when you communicate to me; I don’t care much about Y and Z, and by the way, it’s best if you communicate with me in these ways.”

I remain steadfast that this is not a good approach. It creates a focus on you as the person to be managed up to. Your personality must be accommodated, your preferences honored. I get the desire for this, and I’m certainly not immune to being managed up to, but my preference is to avoid major blind spots. I want to hear what I care about, yes, but I don’t want to live in an information bubble either.

READMEs are also rather lazy. There’s a kernel of truth in their purpose: we want people to focus certain types of communication on what we believe is most valuable. However, doing it in the form of a general README isn’t actually the most effective approach.

So if not READMEs, what then?

The Solution: Appropriate Templates and Ceremonies

Instead of one doc that attempts to communicate all of your preferences and warts and creates a you-focused mindset, it’s time to level up and recognize that a big part of the job of senior/executive management is setting standards for doing certain types of work. The best way to set those standards, in my experience, is lightweight templates and ceremonies for information sharing, discussion, and decision-making.

I think that every good senior manager should have some toolkit of these. You aren’t just going to operate against the lowest common denominator of pre-existing reports and processes in your company, you have to establish a few processes that exist to show what you care about and where you want the organization to focus. One of mine is Wins and Challenges (discussed in my recent book), which I’ve brought from startups to giant teams and everything in-between. Is it extra work on top of whatever people might be doing in Jira or other tools? Possibly. Does it create far more valuable conversation across my leadership team than those tools? Yes. Does it help me specifically understand things and do my job better? Absolutely.

There is a very lightweight template to follow for my Wins and Challenges, and the process details are owned by the team gathering the information (although I specify opinions about how it should be done, I only check the outcomes). I find that the best templates and processes are lightweight in a way that they show what information should be collected but don’t dictate exactly the process to collect that information.

Developing templates that expose the right useful information is hard. You will both over-do and under-do this as you’re figuring it out, whether it’s your first time in the job, you’ve moved to a different company or team, or your team has just evolved past the usefulness of the old methods. My advice is to start simple and add on new details or processes only when it’s clear you have a widespread gap. A good rhythm for a new job/team is to learn for 90 days, then introduce what you need, and evolve from there with enough time to learn from each iteration (usually, 1-2 quarters).

Don’t Try To Template/Processify Everything

I recently asked an experienced CPO about good product processes, and what they looked like from his perspective. One piece of advice was that not everything should have a fixed process or template. When you need to leave room for discussion, it’s often best to limit the structure; a walkthrough of a prototype might be better done as an open-ended exploration and discussion rather than a formal set of steps.

It’s important not to give into the temptation (or external pressure) to create processes for everything. I personally do not have a fixed format for my 1-1s, and dislike even the expectation of coming with a set of written and shared topics. I don’t want to feel rushed to finish everything on an agenda, and the temptation to immediately jump to conclusions about a topic based on an agenda item often increases miscommunication. Sometimes there’s a need to pre-read and prepare, but sometimes we just need to talk and see where the exploration of current top-of-mind concerns and information takes us.

So, senior leaders, you can tell people how you want them to work with you, but don’t do it via the crude mechanism of a manager README. Drive clarity through templates and processes where needed, resist the urge to create them everywhere, and lead your organization by showing them where to spend their time and focus as a collective good, not just good for you.

¹ Think of it this way, if you could easily see the problems via the pre-existing dashboards, they’d already be on their way to being solved. Dashboards are like alerts and tests in this way, they tend to catch what you know could go wrong, but rarely the surprise problems that lead to big incidents. Necessary, but insufficient.

*Enjoy this post? You might like my books: The Manager’s Path, and *Platform Engineering: A Guide for Technical, Product, and People Leaders, available on Amazon and Safari Online.