> More people need to realize that moving into a people manager role is NOT a requirement for career advancement.
It kinda is though. At any reasonably level of comp you care to name there's someone playing sports making that amount of money. Nonetheless it is entirely reasonable to say that playing sports isn't a great path for career advancement. Same thing with tech IC. Sure, there's someone, somewhere making $1MM/year as an IC, but there's a heck of lot more people with reports at making that. Same thing is true at $750k and $500k.
Maybe at $300k it isn't? And yes, to be sure, that's a ton of money. But given how hard it is to advance from there, can you really expect to sit there for 20+ years? How many organizations are there around that don't have some kind (possibly unofficial) up or out rule?
> How many organizations are there around that don't have some kind (possibly unofficial) up or out rule?
They don't push out the person that wrote all that business critical COBOL spaghetti. It's not all that hard to code yourself into job security. Digging into someone else's technical debt and stewarding it along for years 13-28 of its life is easy too.
It kinda is though. At any reasonably level of comp you care to name there's someone playing sports making that amount of money. Nonetheless it is entirely reasonable to say that playing sports isn't a great path for career advancement. Same thing with tech IC. Sure, there's someone, somewhere making $1MM/year as an IC, but there's a heck of lot more people with reports at making that. Same thing is true at $750k and $500k.
Maybe at $300k it isn't? And yes, to be sure, that's a ton of money. But given how hard it is to advance from there, can you really expect to sit there for 20+ years? How many organizations are there around that don't have some kind (possibly unofficial) up or out rule?