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This conversation should never have to happen -- If you sincerely want to move within an organization, you should already have documented your current role suff
by codingdave 2y ago
This conversation should never have to happen -- If you sincerely want to move within an organization, you should already have documented your current role sufficiently for someone new to take it over, and ideally mentored a replacement for yourself. Then you are prepared for any move available to you.
As a general rule, once you get beyond the initial junior -> mid -> senior level early career hops.... promotions are not given because you did your job well. They are given when you lift up your peers or direct reports to be able to to do your job well.
- rednafi 2y agoI agree in general. However, let's say an internal transfer isn't guaranteed and interviews are involved. In that scenario, when the IC gets the green signal from the other team, how does training another person come into play? I understand the documentation and handover part, which can be done in a few weeks. But finding a replacement and training them take longer.
- manfre 2y agoIt's not the IC who needs to find their replacement for a team. That's the responsibility of a team lead or VP. In my experience, those who think it is the ICs responsibility, they lack proper boundaries and contribute to an unhealthy work environment.
- swiftcoder 2y ago> If you sincerely want to move within an organization, you should ... ideally mentored a replacement for yourself This just isn't feasible in a lot of orgs. There often isn't the budget allocated to hire a suitably-levelled replacement until the senior-most IC announces they are leaving. Should you be making sure your junior engineers are equipped to handle the day-to-day? Yes. Should you be putting them in the line-of-fire with the VPs? Probably not.