How it should look, sound, and feel.

A People Manager at DORIS

• Embodies the DORIS values

• Can represent those for others to see and hear

• Makes time for people - are there for each other

• Encourages people to talk to each other to manage conflict before getting involved or escalating

• Does not add to the conflict/drama/tension but is a sounding board to help teammates reach a resolution

• Gets involved if a resolution is not possible

• Encourages

• Builds trust

• Listens first - asks questions

• Asks “are you looking for a support or a solution?”

• Is a good team member themselves

• Can have tough conversations/ give critical feedback when needed

• Holds people accountable [and shows what it looks like to be held accountable]

• Has their team’s back - and balances this with organization initiatives and goals

• Is an advocate for the individual - the team - and the organization - THIS IS HARD!

• Uses WorkSmart as a resource

• Seeks coaching to get better

• Is the first stop for PTO requests, office/WFH schedules

• Ensures people are achieving what they should - training, project stuff, job responsibilities

• Uses the Hogan to understand an individual’s values and ‘red zones’ to communicate with people in a way that resonates with them

• Can balance the individualization with what the team needs and what the organization needs