The best way to grow your tech career? Treat it like an app – TechCrunch – California

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With software developers The demand for engineers rarely increases. The need for technical talent in an organization is skyrocketing, but supply is very limited. As a result, software professionals are very selective about where they work and usually have the luxury of demanding high salaries.

In 2020, there were nearly 1.5 million full-time developers in the United States with a median salary of about $ 110,000. According to the Bureau of Labor Statistics.. Federal agencies predict that over the next decade, developer jobs will increase by 22% to 316,000.

But what happens after developers and engineers land the sweet gig? Can they use their skills to grow in interesting and challenging new directions? Do they understand what it takes to climb the ladder? Are they just working or fostering a rewarding work life?

Frankly, many developers and engineers are stinking about managing their careers.

These are the kind of questions that have plagued me for 25 years in the tech industry. Frankly, I’ve long noticed that many developers and engineers are stinking about managing their careers.

For some, it’s not just a priority. In essence, developers are delighted to solve complex technical challenges and work hard towards the company’s digital goals. Care for your career may feel unattractive, self-promotional or political, even though it is neither in practice. Graphing a career path can feel awkward, and they may just not know how to follow it.

Companies are obliged to provide developers, engineers, and themselves with the tools to help these key people understand what they need to be at their best. Can developers and engineers continually ensure a great experience while constantly expanding their contribution to the organization?

Developers are delighted to solve complex challenges and work hard towards the company’s goals. Care for your career may feel unattractive, self-promotional or political, even though it is neither in practice.

Coaching and mentoring can help, but I think we need a more formal management system to get the wind behind the company-wide effort to convince developers and engineers. Andy glove “Your career is your business and you are its CEO,” he said.

That’s why when I was an Intel Fellow at Intel from 2003 to 2013, I created a career development model for developers and engineers. The framework then went through Google, VMWare, and now Juniper Networks — training sessions and HR processes.

This model is based on principles that may involve all developers. Treat career advancement in the same way as a software project.

Yes, by thinking about career development at the stage used in app production, developers and engineers can get a general idea of ​​where they are in their professional life, where they want to go, and the gaps they need to fill. increase.

Step 1: Functional specifications

In software development, teams cannot start until they have the requirements for the app and the functional specifications that describe how the app runs and behaves.

Why are your careers different? In my model, people start by assessing the “functionality” that someone expects at the next career level and how they demonstrate (or don’t) demonstrate them. .. Generally, a person is promoted to a higher level only if he or she has already shown that he or she is operating at that level.

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