Loading...
Loading...
Found 3 Skills
Helps engineering managers prevent and respond to engineer attrition by diagnosing retention risk, choosing the right intervention, and preparing retention conversations. Use when the user says "developer quit," "attrition," "someone is disengaged," "how do I retain," "engineer is leaving," "developer unhappy," "keeping the team," "someone seems checked out," "engineer received another offer," "retention risk," or "my best engineer may leave." Produces a five-state diagnostic, action plan, conversation script, compensation/equity guidance, zero-budget recognition ideas, and warning signs. Do NOT use when the issue is day-to-day motivation only; use engineer-motivation.
Guides engineering managers through the specific challenges of managing top engineers — produces a four-quadrant ability/confidence diagnostic, the Rock Star vs. Superstar distinction, common mistakes to avoid, a stagnation diagnostic (Diminishing XP), and a Pusher vs. Puller framework for managing burnout and team friction. Use when the user says "rockstar engineer," "superstar," "high performer," "brilliant jerk," "wants promotion," "hardest to manage," "overconfident," "my best developer is burning out," "engineer is frustrated," or "my best developer is pushing me." Do NOT use for standard underperformance (use performance-reviews) or general motivation questions (use engineer-motivation).
Helps engineering managers understand and act on what drives each engineer — produces a three-driver framework (Growth, Connection, Impact), techniques for identifying someone's primary driver, driver-aligned delegation patterns, and a team composition diagnostic. Use when the user says "this person isn't motivated," "nobody picks up tasks," "I keep reminding people," "what drives my engineers," "how do I motivate my team," "what should I delegate to this person," "engineer seems disengaged," or "what growth activity should I give this person." Do NOT use when someone is actively leaving or at risk of quitting (use retaining-developers) or when the engineer is a high performer with specific management challenges (use managing-high-performers).