10 valuable lessons I’ve picked up over the last decade on becoming a better design manager

1. Set S.M.A.R.T goals for your designers based on their roles

S.M.A.R.T stands for specific, measurable, achievable, relevant, and time-bound. Ensure that each team member clearly understands the task at hand — what needs to be executed, the criteria for approval, the purpose behind the task, and the timeline for delivery. When the desired outcome is well-defined, designers can effectively work backwards, plan their process, and ensure there’s adequate review, covering all critical use cases.

2. Build a shared vocabulary

The digital product world is full of abbreviations — ETA, PRD, PRM, JFM, and the list goes on. I’m not saying they shouldn’t exist — after all, they’re faster to type and communicate. But imagine being an intern, hearing jargon that wasn’t covered in your design books or lectures. It can be a bit overwhelming! Help new hires get up to speed by teaching them the lingo. Better yet, create a simple abbreviation guide to make them feel right at home. Soon enough, they’ll be contributing to projects at full throttle!

3. Let your team know that you are not made of steel

Confidence is key, but it’s also okay to show vulnerability in front of your team. We’re all human, and it’s perfectly fine to express concerns about deadlines or fear that a project might not go as planned. Sharing challenges creates a sense of solidarity, bringing out the best in people during tough times.

4. Give them a toolbox so full, they’ll never need to borrow a hammer

Grant them the freedom and tools to thrive. Equip them with top-notch software and frameworks to create outstanding work. Invest in their growth by funding courses, conferences, and design workshops. Set aside a budget for great books, and inspire them to learn from the best.

5. Keep your calendar open so your designers don’t need a ticket to reach you

Your team may prefer a quick 15-minute chat for feedback rather than sending an email. Make yourself available and ensure you have time for spontaneous conversations — it builds trust. Avoid blocking out your calendar with vague “busy” labels, as it can make your team feel unimportant. Keep your calendar open and transparent, so they know they can always reach you when needed.

6. Grab an occasional lunch with your team

Lunch and coffee aren’t just for refueling — they’re prime time for bonding. Dive into conversations about hobbies, family, and well-being. Water cooler chats don’t have to be gossip — they’re chances to connect and break the office routine.

7. Part ways with kindness and offer support for their next opportunity

Asking for a resignation is one of the toughest tasks for a manager, especially in creative fields. It takes empathy, courage, and grace. Help them see opportunities for growth in areas where expectations weren’t met, and suggest steps they can take to improve. Offer a recommendation for their next role based on their strengths, and ensure a thoughtful farewell — because how you part ways will always be remembered.

8. Create a studio atmosphere at the workplace

Creative minds thrive on tinkering and experimentation. When designers work in isolation, boredom creeps in and their visionary sparks can fizzle out. And no, by “studio vibe,” I don’t mean bean bags that ruin spines, snacks that fuel sedentary habits, or a mountain of post-its (which, let’s be honest, are just paper clutter). A true studio atmosphere goes way beyond that — it’s about fostering collaboration and inspiration. Here’s what you could try-

1. Organize group discussions where designers from different teams can present their work and receive constructive feedback.
2. Host fun bi-weekly or monthly sessions to explore the latest design patterns and keep everyone ahead of the curve!
3. Dive into tear-downs of trendy products and snag some fresh inspiration for your own projects.

4. Every now and then, gather your team for a design documentary night in the projector room — popcorn and inspiration included.

Nominate one person from your design team each quarter to plan a calendar of events. Leading these sessions will help prepare your designers for future managerial roles.

9. Be a good writer and an orator

Designers often ask, “What does my manager even do?” — thinking it’s just about giving opinions. But the real magic lies in mastering writing and speaking. Great leaders excel at crafting thoughtful feedback, writing clear performance appraisals, and communicating effectively with stakeholders. Developing these skills will make you a charismatic leader, and the manager everyone wants to work with.

10. Radical candor may not work all the time

No word is more useless while sharing design feedback than the word — “like”.

No offense to Kim Scott — I loved the book and podcast. But sometimes, designers can tell when their manager isn’t being direct about what needs improvement. They see the hesitation, the fear of bruising egos. While personal care is important, being direct is just as vital. Many managers avoid this, fearing it might hurt their reputation or cause employees to leave. But here’s the truth: direct, constructive feedback is not just necessary for professional growth — it’s the key to unlocking your team’s full potential.