For Managers, By Design
From first-time leaders to seasoned VP’s, Manager Agents support you in the moments that matter most.
more leadership moments by Managers using nudges
of feedback recipients say guidance is clearer and more actionable.
average improvement in engagement scores during first week
Smarter Leadership in Action
Real Manager Scenarios
From Meeting to Recognition
Laura, an engineering manager, just finished a sprint review where Maya unblocked a release. Normally, that moment would be lost in the shuffle.
Prompt (Manager): “Summarize key actions and contributions from today’s sprint review.”
Meeting Agent Answer: “Maya resolved the API blocker, enabling release 2.4.”
Recognition Agent: “Draft a recognition note for Maya, aligned with our collaboration value.”
👉Outcome: Laura sends meaningful recognition in minutes instead of forgetting after the meeting.
Feedback to Growth Planning
James, a product manager, just gave Elena feedback on her report: strong analysis, but lacking depth. Normally, that feedback would end there.
Feedback Agent: Rewrites feedback using Stanford’s 4Is — clear, specific, and actionable.
Prompt (Manager): “Your report was clear (Information), but lacked competitor detail (Impact). Next time, include two peer benchmarks (Invitation). That will raise the bar (Implication).”
Career & Growth Agent: Suggests assigning Elena a Q4 market analysis project to build benchmarking skills.
👉Outcome: Feedback becomes a growth plan, not just a critique.
Culture Alert to Retention Action
Maria, a customer success manager, hadn’t realized Priya was disengaging. She was attending fewer meetings and hadn’t been recognized in weeks.
Culture Agent: “Priya’s participation in retros is down 40%. Recognition equity is low. Risk of disengagement rising.”
Recognition Agent: “Drafted a note from Priya’s last client success: ‘Priya resolved a permissions issue that saved the account 2 days.’”
Feedback Agent: “Coaching prompt for the next 1:1: Ask Priya what’s been blocking her energy and how you can support her.”
👉Outcome: Maria re-engaged Priya before risk turned into attrition.
Hiring to On-boarding Flow
Dan, a sales manager, just finished interviewing candidates for a new role.
Meeting Agent: “Priya: strong client rapport, needs product training. Alex: deep product knowledge, less confident in client calls.”
Career & Growth Agent: Turns Priya’s interview notes into a 30-day onboarding plan:
Week 1: Tools + product training
Week 2: Shadow 3 client calls
Week 3: Co-lead a demo
Week 4: Independent pipeline review
Recognition Agent: “Excited to have Priya onboard — your client-first energy will elevate the team.”
👉Outcome: A seamless handoff from candidate evaluation to onboarding to first recognition.
More leadership moments Managers using nudges capture three times more recognition, feedback, and coaching moments each week.
Minutes setup Agents connect to Slack, Teams, Outlook, or Google in under 10 minutes — no IT tickets required.
Faster review prep Managers save hours preparing for performance reviews with auto-summarized feedback and recognition trends.
Early attrition risk alerts Managers receive proactive nudges when participation or recognition equity drops, reducing surprises.
Report clearer guidance Employees say feedback delivered via agents is clearer, more actionable, and easier to apply.
Higher team engagement Teams supported by manager nudges show measurable improvements in survey engagement scores during pilots.