Customization Guide — Engineering Manager Toolkit

Adapt this management system to your team size, company stage, and management style.

By Team Size

Small Team (2-4 reports)

• Simplify OKRs: 1-2 objectives per quarter, each with 2-3 key results
• Weekly 1:1s (30 min) — you have time for depth
• Hiring pipeline may be overkill — use Applications table from your company's ATS instead
• Health checks: informal (ask in 1:1s instead of formal surveys)

Medium Team (5-8 reports)

• The template as-is is designed for this size
• Bi-weekly deep 1:1s alternating with quick check-ins
• Full OKR system with team + individual objectives
• Monthly health checks with the survey template

Large Team (9-15 reports)

• Consider splitting into sub-teams with tech leads
• Add a "Skip-Level 1:1" database for monthly conversations with indirect reports
• Delegate OKR tracking to tech leads, review at the team level
• Health checks become critical — can't rely on 1:1 intuition alone
• Add a "Team Leads" view to track your tech leads' effectiveness

By Company Stage

Startup (Pre-Series B)

• Simplify everything — process should never slow you down
• OKRs: company-level only, team contributes directly
• Reviews: lightweight, quarterly, focused on growth
• Hiring: you're probably doing it all yourself — streamline the pipeline

Growth Stage (Series B-D)

• Full template is appropriate
• Add cross-team OKR dependencies
• Formalize the review process with HR
• Hiring: coordinate with recruiting team, add interview training tracker

Enterprise

• Layer in compliance requirements (documentation, approvals)
• Align OKRs with corporate strategy framework
• Reviews: align with company-wide calibration process
• Add a "Succession Planning" section to team roster

Customizing 1:1s

For New Managers

Start with structure:

• Use the full template every time
• Prepare 2-3 questions in advance
• Take notes and share them with the team member
• Follow up on every action item

For Experienced Managers

Adapt the template:

• Use it as a lightweight checklist, not a rigid agenda
• Let conversations flow naturally
• Focus on listening more than asking prepared questions
• Keep the action item tracking — that's always valuable

1:1 Formats for Different Situations

Additional Properties to Consider

For Team Roster

For OKRs

Integration with Company Tools

With Your Company's HRIS

• Keep this as your personal management tool alongside official systems
• Use the performance review template for your prep — then enter formal ratings in the HRIS
• Cross-reference compensation data when relevant (keep it private)

With Project Management (Jira/Linear)

• Link OKR key results to epics/projects in your PM tool
• Use sprint velocity as input to OKR progress tracking
• Keep management data in Notion, engineering data in the PM tool

*Your management system should serve you, not the other way around. Start with the basics and add complexity only when you feel the need.*