5 ms·

One thing worth considering here is The Peter Principle: > The Peter Principle states that a person who is competent at their job will earn a promotion to a po

One thing worth considering here is The Peter Principle: > The Peter Principle states that a person who is competent at their job will earn a promotion to a position that requires different skills. ... If the person is competent in the new role, they will be promoted again and will continue to be promoted until reaching a level at which they are incompetent. (https://en.wikipedia.org/wiki/Peter_principle https://en.wikipedia.org/wiki/Peter_principle) This is exacerbated by the "up or out" culture in many organizations. Just because someone is great at their job doesn't mean their job should change, as is traditionally expected by promotions. You can recognise and reward their contributions and find ways for them to grow further _within_ that role, or in ways that extend that role without fundamentally altering it.

dastbe 5y ago
if youre in an organization that promotes based on potential to do the work of the next level rather than demonstrating you can do the work of the next level, you should run
- BLKNSLVR 5y ago
  That's how I got promoted, found that I was out of my depth (promoted to my level of incompetence), lasted two years, and I start a new job in a couple of weeks, back to the same role I was doing prior to the promotion but at a different company. The person that's replacing me, is basically the me of two years ago. So that's going to end well... I have learnt a lot in the last couple of years and I reckon my own 'level of incompetence' is somewhat higher as a result.
- sokoloff 5y ago
  There’s always a balance. “If you’re at an organization who demands you do the next level job before promotion, they’re cheating you of the pay difference for a period of time.”
  - dastbe 5y ago
    > There’s always a balance. “If you’re at an organization who demands you do the next level job before promotion, they’re cheating you of the pay difference for a period of time.” this is true, though i would say there are two things here. first, you're probably below the bar when you first start doing this work and so you're getting to train in an environment where it's not necessarily your job to do it. second, if you are meeting the role (and that role is desirable which is true for all software devs these days) then the the company should have a strong urge to get you promoted so you don't jump ship and take the job elsewhere.
- asdff 5y ago
  Why? This sort of organisation sounds like it has a pipeline to train employees from within. That seems better for overall employee morale than an employer not developing its own talent and headhunting externally for key skills you could just get in house from your own pool with better management and mentorship.
  - dastbe 5y ago
    it has a pipeline that dumps people into positions that they may or may not be able to do. employers that promote based on work can and are invested in developing talent but ensure that people can actually do the role they are hired into.

dastbe 5y ago

if youre in an organization that promotes based on potential to do the work of the next level rather than demonstrating you can do the work of the next level, you should run

BLKNSLVR 5y ago
That's how I got promoted, found that I was out of my depth (promoted to my level of incompetence), lasted two years, and I start a new job in a couple of weeks, back to the same role I was doing prior to the promotion but at a different company. The person that's replacing me, is basically the me of two years ago. So that's going to end well... I have learnt a lot in the last couple of years and I reckon my own 'level of incompetence' is somewhat higher as a result.
sokoloff 5y ago
There’s always a balance. “If you’re at an organization who demands you do the next level job before promotion, they’re cheating you of the pay difference for a period of time.”
- dastbe 5y ago
  > There’s always a balance. “If you’re at an organization who demands you do the next level job before promotion, they’re cheating you of the pay difference for a period of time.” this is true, though i would say there are two things here. first, you're probably below the bar when you first start doing this work and so you're getting to train in an environment where it's not necessarily your job to do it. second, if you are meeting the role (and that role is desirable which is true for all software devs these days) then the the company should have a strong urge to get you promoted so you don't jump ship and take the job elsewhere.
asdff 5y ago
Why? This sort of organisation sounds like it has a pipeline to train employees from within. That seems better for overall employee morale than an employer not developing its own talent and headhunting externally for key skills you could just get in house from your own pool with better management and mentorship.
- dastbe 5y ago
  it has a pipeline that dumps people into positions that they may or may not be able to do. employers that promote based on work can and are invested in developing talent but ensure that people can actually do the role they are hired into.