This template is a guideline to creating your own manager README.

It provides a framework that will easily allow you to reflect and explain who you are.

A Manager README is a document that outlines a manager’s leadership style, expectations, and working preferences. It serves as a guide for their team to understand how to collaborate effectively. It’s a practice that’s emerged with managers. The goal is to publish a document that explains what’s important to them and what it’s like to work with them.

READMEs are intented to help others (prospective or managees) understand what it might be like to work with someone, it is also useful to the writer because it’s a way to have some proper introspection.

This practice shows an effort at building trust by being intentionally vulnerable and by sharing personal and professional core values.

• Short introduction about you, a personal bio

• The reason behind the creation of this template

• The management philosophy

• Preferred communication channels

• Work ethics and accountability

• Decision-making autonomy

• Feedback and continuous improvement

• Stance on 1:1 meetings

• Personal values

• ...

Depending on your communication, manager README comes with some potential downsides. To avoid these pitfalls, a Manager README should be treated as a starting point for open discussions rather than a set of rules. It’s best paired with regular feedback loops to ensure alignment with the team’s needs.

In any case, how this document is perceive is your responsibility and you'll find tools and example in this template to help you navigate and to see proper examples of readme.

Just in case, here a few issue that you should be aware of

It Can Feel One-Sided

A README is about the manager’s preferences, but leadership is a two-way relationship. If it’s too rigid, it may discourage collaboration or adaptation to the team’s needs.

It Might Create a Power Imbalance

It can reinforce a “this is how I work, deal with it” dynamic rather than fostering mutual understanding. Some employees might feel pressured to conform rather than express their own needs.

Risk of Being Too Static

A manager’s style should evolve based on the team, company culture, and personal growth. A README that isn't updated regularly might become outdated or irrelevant.

Could Be Misinterpreted as a Set of Rules

If written poorly, it can come across as a rigid list of demands rather than a guide for collaboration. Some employees might feel micromanaged or boxed in.

Doesn’t Replace Actual Communication

A document can't replace conversations. Some managers may rely too heavily on their README instead of having ongoing discussions about expectations, feedback, and team dynamics.

It May Reveal Unintentional Biases

The way a manager describes their preferences might unintentionally exclude certain personalities or working styles, making some employees feel undervalued.

It Can Set False Expectations

If a manager describes an idealized version of their leadership style but doesn’t actually lead that way, it can create distrust or disappointment.

Enjoy !