Every time someone asks you a question, they are highlighting a gap in the documentation. Take the chance to write the answer down (in a document, sheet, note, code, comment, etc.) so that the next person doesn’t need YOU.
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A good philosophy to live by at work is to “always be quitting”. No, don’t be constantly thinking of leaving your job 😱. But act as if you might leave on short notice 😎.
Counterintuitively, this will make you better at what you do and open up growth opportunities.
In short, being disposable to free yourself to grow into a higher-level role and make it easier to change the projects you work on. Confused still? Here are 10 specific things you can do 👇
People should know what’s coming up in your projects and/or team by looking at those plans, not by relying on you to tell them “in real time”. Plan a few months ahead so, if you leave, your peers won’t be lost from day one.
The goal is for them to be independent (what is usually considered “seniority” in a typical engineering ladder). Familiarize them with the plans and technologies and make sure they know how to use the documentation.
Once you have given power to others, included them in groups and meetings, and documented your knowledge, they’ll be ready to take work from you. Delegate work that can make them grow and focus on the things only you can do.
Establish mailing lists or other forms of communication that can accommodate other people, and then grow those groups. (The exception is when management needs names for accountability.)
If not a 1-on-1 and you are the only person from your team attending a meeting, involve someone else. Different perspectives are useful, but more importantly, you are avoiding becoming the only point of contact.
Keep (public, within the team) notes for all meetings you attend, listing who was there, what was discussed, and any conclusions. Reference those notes from design documents. Your replacement will need these to catch up.
In the same vein as training others, to switch roles you’ll need to replace yourself. Identify who that replacement might be and actively and continuously coach them.
Trust them to do the right thing. If you are in a leadership position, don’t make it so people come to you asking for permission. Let them make their own choices. Guide them so that their choices are based on the right data.
Take the chance to grow your knowledge in any area you are interested in, and keep it fun. Bonus points if that area aligns with the future path you want to take.
A resignation letter is not to announce your departure. It is documentation of your decision, not the main event.
Have your resignation conversation with your boss first, then formalize it with your written resignation.
Happiness and satisfaction are subjective concepts – while for some of us monetary benefits can be equated with job satisfaction, some might strive for recognition of their hard-work and lose motivation on failing to achieve so.
No matter what the standards are, being content with our careers is crucial for maintaining the ‘work-life’ balance.
❤️ Brainstash Inc.