Team People Manager, Ikigai Practice

Who this is for

You are already part of a team you love, or you are joining one. You notice when a teammate's energy shifts. You believe that a role isn't a fixed thing — it's a living arrangement between a person and the work, and it needs tending. You'd rather ask "does this still feel right?" a few times a year than watch a good volunteer quietly disengage. You want to practice people management as care and attention, not as oversight.

What you'd actually do

Even well-matched volunteers drift. Life changes. Interests evolve. Projects shift underneath people. Without gentle tending, drift becomes burnout, and burnout becomes silent departure. Your work is to keep role fit and team quorum alive as a practice inside one project• Frame the welcome. Greet each new team member with: "Let's treat this as an ikigai experiment." Help them articulate what a perfect role looks like for the season ahead.

• Host periodic tune-ups. On a rhythm that suits the team, run a short reflection: is your role still perfect, near-perfect, or off? What would move it closer? Normalize adjustment as a strength, not a failure.

• Watch for quorum gaps. Notice when the team is missing a category of expertise (a facilitator, a designer, a systems thinker) and flag it upstream to the Project & Portfolio circle.

• Route deepening signals. When a teammate feels under-utilized, over-stretched, or newly curious about a different domain, connect them back to a Journey Ikigai concierge.

• Share anonymized patterns. Contribute what you learn to the shared Ikigai Playbook so other teams beneWhy this might be your ikigai

You'll get to practice a version of people management that doesn't exist in most organizations: care without hierarchy, attention without authority. You won't be anyone's boss. You'll be the person who makes it safe to say "this doesn't fit anymore" — and safer still to say "I want more of this." Over time, you'll help build the muscle of a team that adjusts before it breaks.

Signs this role might fit you

• You can facilitate a reflection conversation without steering it.

• You notice team dynamics and micro-shifts in energy.

• You believe autonomy and accountability belong together.

• You'd rather host a few short check-ins than write one long performance review.

• You're embedded in — or excited to embed in — a specific CrowdDoing project team.

• You'd rather practice people management from inside a team than from a title.

Signs this role probably isn't for you

• You want to evaluate, rank, or performance-manage teammates.

• You're not ready to embed in a specific team for a meaningful stretch.

• You'd rather design the system from above than practice it from inside.

Commitment

Embedded inside your existing team role. We ask for a six-month initial commitment because trust with a team takes time to build, and periodic tune-ups need at least two cycles to become normal. Rhythm is co-designed with you and the team.

What you'll be part of

You'll join a small community of Team People Managers across CrowdDoing's projects. Once a month, one of you shares a quorum story from their team — where they were missing a category, how they patched it from the wider ecosystem. Your practice becomes a resource for every other team.

How to apply

Send a short note to Journey.ikigai@crowddoing.world telling us: what draws you to this work, what you're good at, what you'd like to learn, and any constraints on your time or energy. A few paragraphs is plenty — no CV required.fit. team.