Tag: career

The short answer is of course, most of us can learn and improve our skills to become better developers, engineers, DBAs, etc. While we might not be able to become the 10x engineer that many aspire to be, we can certainly become a better employee inside of an organization.

There’s a piece on becoming a more effective engineer, which is actually titled know how your org works. It a piece from an engineer that started with a tweet: The text was:You can either complain and pontificate on Twitter on how the tech industry *should* ideally work, or you can learn how your org *really* works and what’s rewarded, and optimize for that. Or quit and find another job. This might sound cynical – but it’s what it is.

That sounds a little harsh, but the reality of how your org works or is structured or interacts is a reality. We all have hindsight to look back and wish someone (including us) had written code better. We might be sure if we could change one thing, or add/remove someone else, or make some other change, then things would be better. We might feel that there is a simple solution. Those things might be true, but they aren’t the reality of the situation.

Learning to be more effective an engineer in your situation does involve learning to work within the reality of your position in your organization. You need to learn to work well with others, to understand what needs to be completed from the perspective of you and your group, and what the organization places importance on getting done. That last one might not be what the organization expresses, as there can be a big disconnect between words and actions.

You also need to learn how to deal with uncertainty. Often when we build applications, we don’t have all the information, and we can’t get it. We can’t necessarily count on everyone we work with to have the same shared understanding or work at the same pace. We have to learn what levels of trust we can extend, work within ambiguity and be prepared to change our plans in response to how things work.

In other words, most organizations have a lot of chaos and to become a better engineer you must learn to navigate the chaos and still get the things done that others notice.

The piece has a section that soft skills are hard skills, which is true. When I see people who are very effective engineers, they can be the brilliant, 10x engineer, but that’s rare. Usually it’s the engineers that have strong soft skills in both working with others and understanding the power hierarchy in the organization that succeed.

Of course, some organizations are full of bureaucracy, favoritism, and disfunction that it’s hard for anyone to become effective. It’s amazing these places continue to exist, but they do. I’ve been in a few and I’ve left as soon as possible, which is my advice to you. Don’t work in a dysfunctional environment. If you can avoid it. If you can’t, then work to leave.

Effectiveness is part being better at coding (or tuning or admin or whatever), but it’s also part learning to work well with the rest of the organization.

Steve Jones

Listen to the podcast at Libsyn, Spotify, or iTunes.

Note, podcasts are only available for a limited time online.

I caught this post about a career presentation from Kendra Little and it resonated a bit with me. The summary of the post (it’s a bit long) is that there is valuable work that supports and benefits a team of people, called glue work. However, glue work isn’t necessarily technical and it isn’t necessarily recognized as valuable by management. In fact, it might unintentionally lead you from a career in engineering to one in project management.

I haven’t been someone who has been marginalized in positions, who has been taken for granted or expected to do certain tasks. I think some people get taken advantage of, and this is especially true for women, who both volunteer more and are volunteered by others more for these tasks. While I have been quick to document decisions or actions, and sometimes help out with project work, I do that in addition to any technical work. I’ve felt that as a developer, my job is to produce code. If I can help with other things, then I’m a Developer+, but I ultimately know that code my clients can use is what matters.

I think that people sometimes mistake valuable work for the team with valuable work for the people looking at the team. They know teams fall apart because someone doesn’t do the glue work. Or they have a s*** project manager who isn’t managing the project. I think that is very common, and because many of us have an “I need to succeed” mentality, we sometimes stop coding to pick up other tasks, essentially volunteering to be the pseudo-project manager or team manager. That’s fine, but if you fill your days with non-coding tasks, you are not moving toward senior engineer status.

At the same time, I know that many of you don’t want to work long hours, nor do you want to let tasks drop that need to be handled. There’s tension there, as either the employee feels overworked and taken advantage of, or they work themselves into burnout.

Sometimes there isn’t a choice and your boss might expect you to work extra hours on tasks adjacent to or related to your work. I have seen a few people work for one of the big-name tech companies where employees had tasks outside of their normal work that they were expected to complete outside of their core 40 hours. If you have a boss like that, I’d look for a new position. That’s my advice. I’m happy to work extra hours in limited doses, but not on a regular basis.

I’d say the same thing if your fellow employees don’t step in and do their share of the load of glue work. If we’re a team, we all do those things. If we don’t, we’re not a team, and I don’t like working in places where we aren’t a team.

Whatever you decide to do, make sure that you are clear on what is expected of you to get that raise/bonus/promotion and focus most of your efforts there. It doesn’t matter what you think is important; it matters what those who make decisions about your career think is important.

Steve Jones

Listen to the podcast at Libsyn, Spotify, or iTunes.

Note, podcasts are only available for a limited time online.

I saw a post from Brent Ozar a couple of months ago promoting his Black Friday sale, which is really a Month-of-November-Training-Sale. I like that he does this, as I know it can take time to get purchases approved and not many techies want to spend a few thousand USD in hopes their company will reimburse them. Redgate likely would for me, but I don’t know many other employers that would reimburse the expense without prior approval.

In the post, Brent outlines how you might spend your year working through his courses, learning more about various aspects of SQL Server. He plans out 11 months (Dec-Oct), and it’s a good flow going from understanding how things work to more advanced work in different areas. I’ve been in a few of his classes and I honestly think you might easily need a month if not 2-3 months to get through the various modules, practice using them, and cement in a few skills along the way.

That’s around the rest of the things in your life. You do need to live your life, right? It’s not just work and training for work?

I used to make a plan every Dec/Jan for the year, with some goals for learning and growing. I gave up a few years ago because I found the nature of my job meant my plan was likely not appropriate after March. Even going to quarterly goals was hard, as travel became a bit chaotic for me.

As much as I like to set an example, for someone in their 50s with a busy job, the reality is I don’t know where my job takes me year to year, so planning is really hard. Plus, I find myself focusing on different aspects of technology or software sales as challenges arise. While I’m trying to work on my career, it’s more tactical in the sense that I worry about new things in Redgate month to month that can help me in my position.

However, for many of you, you have a job that you know the parameters of, you know what types of things you’ll be asked to do, and more importantly, you know which of those things you were asked to do in the past, but struggled to get done at an expert level.

In that case, have you made a learning plan? Are you setting aside time most (or every) week to further your career? If you’re young and single or married without kids, you definitely should spend time every week on your career. Doctors, lawyers, CPAs, and engineers have dedicated education requirements in their jobs, and they spend time on their careers. You ought to aim for at least a 3-4 hour a week commitment to yourself.

If you have young kids, time is precious. While you might take a few years off, my view was that when my kids were 4-5, I could take some time to grow my career. In the those toddler/young schoolage years, this might only be an hour or two a week, but it should be something. As your kids grow, you can spend a bit more time.

If you’ve got older kids, now is the time when you can prove you’re worth a higher salary. Dive deep into tech and show that you’re an expert. If your current employer doesn’t want to pay you, I’m sure someone will. While there are lots of people looking for jobs, and lots of unfilled positions, employers aren’t just hiring unless they are convinced someone really adds value. Learn to do this and you’ll have a fun, enjoyable twilight to your career.

Think about your learning plan for 2025 and if you want to share, we’d love to hear it.

Steve Jones

Listen to the podcast at Libsyn, Spotify, or iTunes.

Note, podcasts are only available for a limited time online.