The thing I love most about being a manager is the chance to play an active role in someone’s career development, watch them grow, and eventually announce their well-deserved promotion. When it comes…

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Effective technical mentorship involves guiding engineers through best practices without micromanaging. Key areas to focus on include avoiding unnecessary custom solutions, managing dependencies wisely, questioning the necessity of hacks, addressing daily developer frustrations, and encouraging performance improvements. The goal is to support informed decision-making that balances short-term gains and long-term benefits, ultimately fostering career growth and team success.

Be a Technical Mentor, Not a Micromanager

&quot;This is why it’s important for a manager to review code and design artifacts &quot;
No, you don’t. Every time a manager starts looking too closely at the code, they freak out and then drive the development and happiness of the developers into the ground.
As a manager, I understand that this is well-intentioned, but technology is changing so fast that if you stop coding because you became a manager, your team will overtake you within a year.
As a leader, you should learn from your team, not tell them what to do or how to do it. You should stay away from the code your team is working on, and have enough trust in them that they will spontaneously come to you for help when they need it.
It is important for a manager who used to be a developer to realize that your way of doing things has become the way of the dinosaurs in just a few years. And once you stop coding, there is no going back to coding, the world has moved on and you missed the train.

Sneak micromanagement via the back door in the code review.