Our Remote Manager Survival Guide is finally here! Check it out →
Work-related Yellows and Reds naturally expose blockers, so you can take action.
Break silos and build trust through natural, fun conversations.
Kona guides new managers through everyday, high-EQ interactions.
Fight isolation. Focus days don't have to be lonely. Help teams get to know each other directly in Slack.
Clear blockers together. Don't let your developers face problems alone. Build a culture of asking for help.
Reduce friction. Build a foundation of trust for less communication and more collaboration.
Normalize vulnerability. It can be hard to open up. Make it easy to spark conversations and share how you're feeling.
Prepare for key conversations. Kona will collect your teammates' weekly moods before a 1:1, so you have crucial context.
Turn bad days into teaching moments. Teach new managers how to approach, mentor, and support struggling teammates.
Encourage constant growth. Don’t let your staff stagnate. Visualize engagement and intervene fast.
Catch burnout before it happens. Kona will notify you of potential burnout, before it's a problem.
Make data-based decisions. Bring data to your leadership to make the case for company-wide changes.
Let your people tell the story. If you’re well-regarded review sites, it’s partly due to a strong remote culture. Trust Kona to establish that.
Celebrate achievements. Give kudos when an engineer hits a personal or work milestone through Kona threads.
Put the ball in their court. When employees can contribute ideas and make decisions themselves, they’ll feel like an asset. Foster an open-door policy through the transparency Kona provides.
.png)
