When we talk about product management, we often focus on roadmaps, user feedback, and feature prioritisation. But here’s a reality check: no product is ever better than the team that builds it. As a product manager, you're not just managing a product — you're managing people. And managing talent is one of the most critical—and often overlooked—aspects of your role.
This article is your go-to guide to talent management, reimagined for the modern product leader. Let’s dive in.
🏠 It Starts Before the First Interview: Identifying Potential Talent
Talent management starts long before onboarding. It begins with spotting potential.
Build a talent pool early, tapping into communities, conferences, and platforms like LinkedIn or GitHub.
Network with universities, bootcamps, or referral networks to surface diverse and curious minds.
Don’t wait for open roles to start hiring conversations. Build relationships with potential candidates over time.
A future-ready team starts with future-focused hiring.
🏋️ Creating a Modern Talent Acquisition Strategy
Hiring isn’t about filling roles; it’s about building momentum. Great talent brings ideas, drive, and ownership.
Develop a clear employer brand: Showcase your mission, values, and growth mindset.
Prioritise inclusion: Audit job descriptions and interview processes for bias.
Use data to improve: Track metrics like offer acceptance rate and candidate satisfaction.
Your hiring strategy is a product in itself. Iterate it.
📆 Onboarding with Purpose: The First 90 Days
Onboarding is your first chance to build trust and clarity. I recommend a 30–60–90 onboarding plan:
Days 1–30: Learn the product, market, and team dynamics.
Days 31–60: Start contributing to roadmap conversations, shadow stakeholders, and gather user insights.
Days 61–90: Take ownership of a small initiative, assess processes, and propose improvements.
Assign a buddy, encourage cross-functional intros, and set clear expectations from Day 1.
🎓 Learning Never Stops: Training & Development
People don’t grow by accident. As a PM leader, champion continuous learning:
Offer a mix of formal (courses, conferences) and informal (peer coaching, brown bags) opportunities.
Encourage team members to propose side initiatives or lead small experiments.
Set learning OKRs for each quarter.
Growth fuels engagement. Learning drives retention.
✉️ One-on-Ones That Actually Work
One-on-ones are your most powerful management tool—when done right. Here's my framework:
Consistency is key: Weekly for juniors, biweekly for seniors.
Structure the time: Use an agenda—personal check-in, progress, blockers, career discussion.
Listen deeply: This isn’t a status update. It’s about understanding aspirations and challenges.
End positively: Leave them energised and clear on next steps.
Pro tip: Use a shared doc to track notes, goals, and feedback.
🎉 Performance Management, Not Micromanagement
Managing performance is about clarity and coaching.
Set clear expectations: Use career ladders and transparent evaluation criteria.
Give frequent feedback: Don’t wait for formal reviews.
Recognise publicly, coach privately: Praise in public, coach in private.
For underperformers, be honest but human. Use the "Support, Specificity, Strategy" model: support them, be specific, and define a clear improvement path.
🔴 Real-Life Example:
At a mid-sized SaaS company, we once had a talented but underperforming PM. Through consistent, structured feedback and co-created improvement plans, they turned into a star contributor within six months, eventually leading one of our top product launches.
🚀 SWOC Reviews: My Secret Weapon
Every six months, I run a SWOC review (Strengths, Weaknesses, Opportunities, Challenges) with each team member. It’s collaborative, forward-looking, and a launchpad for personal growth planning.
Follow it up with a six-month development plan aligned with team goals and individual aspirations.
👩🏫 Career Growth is a System
A great team stays when they see a path.
Create visible growth tracks: IC, leadership, or cross-functional pathways.
Promote from within, But ensure promotions are based on impact and readiness.
Proactively offer stretch opportunities—don’t wait for them to ask.
People don’t leave companies. They leave stagnant careers.
💡 Real-Life Case:
At a previous startup, one IC was unsure of its next steps. By setting a quarterly stretch goal and pairing them with a mentor, they evolved into a lead PM role within a year.
🙌 Recognition & Rewards: The Fuel of Motivation
Celebrate wins often. Make recognition a habit, not a quarterly ritual.
Individual shout-outs in Slack or during all-hands
Team wins are celebrated with small perks or team-building events
Performance bonuses tied to real impact
Recognition is rocket fuel for morale.
🙏 A Culture That Keeps Talent
Culture is what happens between the meetings. As a PM, you can shape it:
Foster psychological safety. No one innovates when afraid to speak.
Build a learning culture. Mistakes = data.
Prioritise diversity and inclusion from strategy to sprint planning.
📗 Emotional Insight:
One of my proudest moments was when a team member said, "I’ve never felt this safe to speak my mind in any tech company before." That’s the environment where people thrive—and stay.
🤔 FAQs
Q: How do I manage a high-performing but difficult personality?
A: Focus on setting clear behavioural expectations, not just output. Use 1:1s to realign values and long-term collaboration.
Q: What if I don’t have time for frequent 1:1s?
A: Try asynchronous check-ins or shorter pulse meetings. Consistency is more important than length.
Q: How do I motivate team members who aren’t interested in management roles?
A: Offer IC growth tracks, technical mentoring, or ownership of strategic initiatives to fuel their engagement.
Q: What should I do if a new hire isn’t ramping up as expected?
A: Revisit your onboarding. Use the SWOC framework to understand where they’re blocked. Consider a reset with clearer expectations.
Q: How can I improve retention on a high-pressure team?
A: Build psychological safety, improve flexibility, and offer a clear growth roadmap.
📚 Want to Go Deeper?
If this topic resonates with you, check out Strong Product People by Petra Wille. It’s a masterclass on nurturing PMs into product leaders.
🌟 Final Thoughts
Managing talent isn’t a checkbox. It’s the heartbeat of product leadership.
Build systems, not just relationships. Cultivate potential, not just output. And always, always lead with empathy.
Great product managers ship great products.
Exceptional product leaders build the teams that make great products possible.
If you enjoyed this article, share it with someone who’s leading a team or wants to. Let’s grow great talent together.