Revisiting Manager READMEs

Manager READMEs sound useful but end up focusing on the manager's personality rather than the work, trapping teams in an information bubble. The article argues that a static README is a lazy tool that tells people what you prefer you to hear, not what actually matters for the organization.

Instead, senior leaders should adopt lightweight templates and recurring ceremonies that surface the right signals. The author cites a "Wins and Challenges" template that teams fill out each cycle, allowing leaders to see valuable conversations without adding extra reporting work. The process is owned by the team, while the manager only reviews outcomes, keeping the effort low-friction.

Building effective templates is an iterative practice. Start with a simple format, use the first 90 days to learn the team's gaps, then add detail only when a clear need emerges. A cadence of one to two quarters per iteration gives enough feedback to refine without over-engineering the system.

The piece also warns against templating everything. Not all interactions need a fixed process; for example, prototype walkthroughs work better as open discussions, and 1-1s often lose value when forced into a rigid agenda. Leaving space for spontaneous dialogue prevents rushed conclusions and miscommunication.

In sum, senior managers should replace manager READMEs with targeted templates and ceremonies that clarify priorities and drive collective focus. By showing where to spend time rather than dictating personal preferences, leaders create a more effective information flow that supports decision-making and team performance.