As a manager: 1. The most value I get is when people complain. It can be about the tech stack or about processes or lack of change. I then choose whether to so

As a manager: 1. The most value I get is when people complain. It can be about the tech stack or about processes or lack of change. I then choose whether to solve the problem or teach the individual how to solve (coaching or teaching). 2. When the individual uses me to make organizational change happen. This usually happens with managers or staff engineers. 3. Gives me enough context to pull on threads and refactor the organization. If you don't wanna do any of that and we don't even have fun stuff to talk about (once a month'ish) then I end the convo early. Also, I often tell employees that it's their time, not my time and to come armed with topics and I'll do the same. But not everyone does this so I end early maybe 20% of the time.