Gathering the Confidence to Leave Your Job
It’s Thursday night, and I’m holed up in a hotel in Lansing, Michigan. I figure there’s never been a better time to answer a reader question. This one is about how to summon the confidence to leave your job.
The question is actually a rather lengthy one, and here is a redacted/obfuscated version of it (removing anything that could be identifying).
I have had my developer position for several years. I’ve been promoted, but I’m still not a senior developer. I have become extremely “silo-ed” in my skills, because those are the types of projects I’ve been assigned. I read your statement that salaried employment is a bad economical decision for developers. The developer should be making $50 or maybe a bit more at $60. I get paid {a good bit less} an hour for 40 hours a week of expected work. I feel the need to grow my abilities.
I watched your video on Pluralsight on how to propose practices. My manager bought into some, but most of my coworkers are ignoring the new stuff. My place of employment fires developers once they are called as a references for checking if they ever worked there.
I need a goal, something I can achieve to give me confidence to start pursuing other options. Something that gets me into a situation where people seek me for relevant development.
There are actually several questions and issues here to unpack, so I’ll tackle them in order of complexity.
Pay is Relative
First of all, when I talk about developers making 50 per hour/100K or 60 per hour/120K, I’m mainly catering to myself and ease of math. 100K is a nice, round figure, and 120K makes monthly finace (10K) easy to calculate. These figures were slightly high in the Chicago-land area as of 2+ years ago, which was when I was last seriously hiring and evaluating pay there.
But, beyond that, pay varies a lot by geographic location, industry, filing status (nonprofit, for profit), etc. If you salaried a developer working in San Francisco at 150K per year, he would probably need to move into a homeless shelter. (I kid, but only slightly). Pay that same wage to someone in central Kentucky and “should we install a second hot tub on the master bedroom deck” becomes a topic of debate around the marble dinner table.
All that being said, your wage was fairly low for a developer anywhere of your experience. But don’t base your assessment of how low on my blog and what I know (I don’t pay much attention these days). Base instead off of researching in your region.
We’ll Fire You for Looking…
Okay, this is where I offer the IANAL (I am not a lawyer) caveat. This is based on my experience doing management consulting and working as a manager, much of which happened in at will states (this can vary by state and certainly by country).
If you’re a company, terminating employees is like playing Minesweeper, except instead of bombs, there are lawsuits. You’re clicking along gleefully when suddenly, one day, BLAMMO! Wrongful termination! So you learn your lesson and you start looking at all of those numbers really carefully and insulating yourself against potential problems.