Possible promotion opportunity – unsure whether to apply or not

A promotion opportunity to lead the team I currently work in has arisen and I’m not sure whether I want to apply for it. It’s been strongly hinted at that I would be the preferred applicant but the role would mean a change in day to day work from technical to more managerial with the added pressures, responsibilities and stresses that brings.

I work in IT as a senior developer, and although I’ve (successfully) managed fairly large projects before but on my own terms I don’t think I’m very good at making my voice heard above other more confident people. Imposter syndrome plays a part as well as a lack of confidence to challenge and put forward my ideas.

If I was to manage the team I’d like to do it to the best of my abilities i.e. if I don’t think I’d do a good job then I won’t just take the promotion for the money. if I don’t apply then I guess I’ll be stuck in my present role for the rest of my time (I’m late forties now) which doesn’t thrill me either tbh.

Anyone had experience of either accepting a promotion and it working out, or declining and being happy or regretting it?

I’m a work to live kind of person, I don’t have any real desire to make it to the top etc. and manage fine on my current salary so money isn’t the driver (although with 2 kids coming up to university age soon maybe I ought to reconsider…)

WWYD?

Depends on who you might end up with. Sometimes it’s  better to be the manager rather than be managed by  a complete dick.

Just give it go. I didn’t like managing people I worked with but fine with contractors and suppliers.

Always regret the things you’ve done, not the things you haven’t done.

I can’t comment as I’ve always worked for myself – but my wife at 53 jumped to a much higher position 18 months ago. The first six months were full of “oh shit what have I done”. But 18 months in there’s no way she’d go back to her previous job and she’s even taken on more responsibility as she’s seen she’s more capable than she thought.

The only thing she regrets is not going for something higher ten years earlier.

And the extra money is nice! 🙂

Anyone had experience of either accepting a promotion and it working out, or declining and being happy or regretting it?

I had 3 promoted posts.  All I was promoted beyond my abilities and it made me stressed and very miserable.  I took a while before I worked out what was the issue and returned to the shop floor.  Better to be a decent shop floor worker than a poor manager.  Be3tter to have a bit less money and be happy

I think we are too conditioned that we have to work our way up the ladder.  I think many folk have a natural place to be in the hierarchy

Only you will know but I very much regret taking the promotions

I have done similar in Engineering and felt the same. What is your team like? Can you keep some of the technical aspects of the job? These were the key deciding factors for me. Also, will you be able to partly define your role? I was lucky enough to be able to do this without anyone complaining. It was hard, I felt way out of my zone, but so glad I did as it then allowed me to move to technical leadership roles which have been amazing. As it turns out, I am now going full circle to a senior technical specialist role I could not have got to without this experience.

Do you want to stop being an engineer, a maker of things?

This is a good article I recommend people read when considering taking on lead or management responsibilities:

https://charity.wtf/2019/09/08/reasons-not-to-be-a-manager/amp/

Would you get much support/mentorship in the role? That’s something I see make a big difference.

Also how much “management” you do depends a lot on team size and the org culture. We talking 3-5 people? 10+? 20+? More?

Makes a big difference, eg if you have 20 people on your team you have to realise a month of work gets done every single day – there is of course no way you can be across all the detail and if that’s how you like to be you’ll have a bad time.

Is the new role hybrid managerial/technical or pure managerial? I was a technical team lead a while back and enjoyed it (no hiring/firing responsibilities, more resourcing projects and being the person problems get escalated to etc.) but the company grew significantly through a merger and I had the choice of a going purely managerial or purely technical. I chose the technical option as I’m pretty sure I’d hate a purely managerial role. That was 12 years ago and I’m still in a technical role (tech architect) and can’t progress any further without switching to either an enterprise architect role (not hands-on technical at all) or a pure management role – neither of which interest me so planning to stay as is until retirement (or possibly look at contracting). If you think you might like a managerial role then go for it but it’s not something I’d do.

I made the transition up to manager and it was great.

I still get to do the things I’m most interested in, but can delegate a lot of the stuff that doesn’t light me up.  There’s additional crap like holidays, expenses and monthly reports but it’s not too onerous. Stress is generally not being organised, or like tj, out of the zone of comfort. You likely struggle at first, the adapt.

Plus you’ll be in a position to make things better for people who report to you; you’ll know their experience and can make a case to change things.

Manage people? No thanks.

Used to sit across from a few managers and they’d often say things like “we’ve got our eye on you for this side of the room”.

“Not if I see you coming for me” was my typical reply.

The other difference was they were all on personal contracts rather than salary with overtime. I’m pretty sure when people took those jobs, their actual hourly reward dropped.

Makes a big difference, eg if you have 20 people on your team you have to realise a month of work gets done every single day

this is very much true.  In one job I had 120 staff

Would you get much support/mentorship in the role? That’s something I see make a big difference.

this as well – I got sod all 🙂

Sometimes it’s  better to be the manager rather than be managed by  a complete dick.

Is a very valid point.

Otherwise my thinking is more aligned with TJ’s but ‘you only regret the things you don’t do’ also rings true.

It’s a hybrid role I would say with 6-8 people in the team that I would be managing so not huge. But I get on well with the current manager and I hear constantly what a pita all the beaurocracy stuff is, time sheets, leave, sickness, management reports etc

I think I will have a good conversation with him about what the role is really like.

with 6-8 people in the team that I would be managing so not huge.

Ok, but if you eg do weekly 1:1s that’s a day a week of your time on that alone, allowing for a decent chat and some context switching overhead.

Which is another point, are you good at jumping between tasks an contexts? Or do you need deep focus? Leading a team means you’re nearly never in “your” context but switching between other people’s.

Sometimes it’s better to be the manager rather than be managed by a complete dick.

something I had to come to terms with after stepping down.  Its not easy but I just kept on reminding myself I was not a great manager ( at some aspects – myu team loved me 🙂 )either so I couldn’t complain

Will they support you with professional development? Something like coaching for success can actually be quite helpful.

I went from technical to Team lead, to managerial from a software role as well. I think there is a lot to be said for technical specialists so the progression shouldn’t be seen as only into team and line management (to be honest it can be a waste of good technical skills). Personally I was average technically, but better at the bits you say you dislike in your initial post, I’m happy to speak my mind in a meeting and have never been overly concerned with sharing news that people may not want to hear (for reference being honest and truthful has served me well as well as an attitude of we can’t do that, but in that time we can do this and this and this).

It’s a personal preference, I now work as a ‘Scrum master’ (I can hear the eye rolls from there), with 4 teams, they all have PO/Technical leads which while it may not be how the book does it we have a good balance of and as teams are largely working in Control systems it doesn’t make sense to try and fit a ‘business person’ into a role that needs to be able to answer some pretty specific technical questions.

For anti-agile people, I have 4 happy teams who are productive and work well together, some of that is good work on recruitment, some of it is probably luck, but my job is encourage them to improve, not to beat them into delivering more faster, especially not in a area where quality is paramount (I always used to joke that e-commerce wasn’t life and death, medical systems however).

So don’t feel pressured into doing something you don’t want to, but also don’t rule things out if they will force you to learn new skills and seeks a mentor/coach.

I do not want you to think I oppose this possible promotion – all I was doing is detailing my experience to help you decide

to me this is a very nuanced decision and I think talking to your boss is a good idea

I think I will have a good conversation with him about what the role is really like.

That sounds like a plan… see if you can kinda unoficialy shadow them if you get on well with them, to get a reall feel for the day to day stuff.

Reports, depending on the nature of them can be made easier using templates and if you can semi automate certain aspects of them it can become more a copy and paste type thing.

My attitude to leave with a simmilar size team was to always grant it where possible, the more taken, the less you have to worry about unused leave building up in the team later in the year which can be a headache for cover etc. when people put in lots of requests at the same time.

I did an assignment for two years as a supervisor, was only meant to be for 6 months. I was  in charge of the team, team budget, responsibility of vehicles and assets. Sorting out required training, yearly performance and dealing with personal and work issues.  Majority of this was through Covid. After the two years the chance of applying for it was taken away which I’m still bitter about the way it was done but in hindsight I’m glad I never had the chance to apply for it.

In my current role I’m completely stress free don’t have to deal with peoples personal issues which I found hard when you don’t have any sympathy or empathy.  If people now come to me with an issue if it’s not an actual  job issue I just tell them to go and see the supervisor, Also I don’t have to attend pointless meetings every day.

To be honest the only thing I miss was the extra money. If the opportunity came up again to do it I’d decline it in an instant as personally to me it wasn’t worth the hassle or stress, which at the time I didn’t realise I was having.

I got made into a manager at my work and I can’t stand it. For some reason they didn’t seem to accept that because I am good at a certain creative/technical thing, that I will be good at getting others to do that whilst I instead edit their output. Whereas really I am terrible at managing others at work, and just want to be told what to do and get my head down.

Engineering – chemicals. I was pressured into it as the previous manager had a nice cushy number lined up to get him to retirement as long as he back filled his position.

It was difficult going from work colleagues to then managing them, I gave it 18months then went back to my old role. That was 10years ago – still here and happy.

I’d rather be on the tools/tinkering with stuff than bogged down in paperwork and having to deal with humans

What about offering to do it as a trial for say 6months/ a year? Be honest and say you are unsure if you will make a good manager but don’t want to regret not trying. Temp/contactor to back fill a developer role.

good call db

A promotion opportunity to lead the team I currently work in has arisen and I’m not sure whether I want to apply for it. It’s been strongly hinted at that I would be the preferred applicant but the role would mean a change in day to day work from technical to more managerial with the added pressures, responsibilities and stresses that brings.

Sounds like the position I was in nearly 30 years ago when I was a photographer at the MOD. My line managers manager told me that his job was mine if I wanted it as he was retiring. I said thanks, but no thanks. I’d of been giving up doing a job I loved to be a manager and there was no way I wanted that. Alec had loved his time when he was a photographer but work had no joy for him anymore as he never got out and do what he loved.

Funnily enough I’m in exactly the same situation – I’m awaiting sight of the JD (they are redefining the role since the previous guy retired)  but if it looks okay then I’m going for it.

Another vote for finding out exactly what’s involved.  I’m very technical, I am managing a team for a project, and that’s good, as you have more control of what’s going on.

People responsible for the people than the project would, in contrast, be hell on earth for me, and maybe that differentiation works for you too.

Look at it this way.

If you don’t apply, you won’t get it.  If you do apply and realise it’s not for you after all, you can say “no thanks.”

How much extra is it? After tax does it make a significant difference. Personally if I was happy doing what I’m doing and comfortable I wouldn’t want to manage people.

We had a couple of new roles advertised ‘managing’ our existing team – in actual fact the new roles would still be doing their own job, but also act as a central point of contact with very senior people in the organisation. The pay rise was about a quid an hour after tax/pension.

I applied, only because I’d been there along time, as well as a female colleague, but I was told in feedback, she’d been ‘asking’ for this sort of role for some time (I’d not). The rest of my colleagues didn’t bother, and the other manager role went to the only person who applied.  Roll on six months and the new ‘manager’ is pregnant, and will be on maternity shortly. I said at the time  I wouldn’t be doing maternity cover (new manager was newly married at the time she was appointed). I have a feeling I’ll be asked, but my personal plans have changed.

I’m planning lots of long weekends, so many Fridays and Mondays off over the year and this may not sit well with the senior people who may need this person on those days – doesn’t matter for me in my current role as I have an assistant, who will cover leave, and me visa versa.  Just isn’t worth the extra work.

Now if it’s a sizeable rise, maybe have a good think about it. If your experience can manage the work and delegate stuff to colleagues then it could be a good move. All depends upon how good the Team is – it will be easy if you can trust them.

It’s very often the gateway to a rise if you work out ok.  And if there is a payrise, then forget this going back if it doesn’t work out.  So don’t stress the money.   See if it can work

Interesting attitude to working with women above… getting pregnant and all that..

One of the best things you can do in this situation is ask for advice and opinion.

But it’s also one of the worst things you can do as you’ll get any number opinions for and against. Which will just feed any indecision and stress you out.

For my 2p worth…

Beware THE FEAR (of failure) that manifests as what seem like very logical reasons to stay in your comfort zone.

You can always go back to the dev job if you want, nothing is forever.

Go for it, you will learn new stuff and that is always energising, if also sometimes a bit stressful.

Remember, everyone is winging it to some extent. You just just have to get used to the discomfort that comes with that.

Edit. And more money now or later is always useful. But be clear on your boundaries, esp your availability out of hours.

When you say you are a senior dev are you still an individual contributor vs a dev lead?

As cougar said. You can always not take the role if offered.  Going through the interview process could be very rewarding and help answer your questions/doubts.  Interviews are two way thing remember.

I was hesitant to go to management, but had an amazingly supportive manager and I think this is key.  Haven’t looked back. What’s nice is that I’ve offered the same support when I’ve promoted ICs to managers within my own org (karma).  The saftey net and knowing it’s a “two way door” are important.

100% what AdamT said.

I promoted (reluctant) people in my group to leads (between 3-6 people each) and they all grew and thrived in the role – but a significant, measurable, proportion of my time was supporting and mentoring them until they were up to speed (on top of BAU).

I think the OP is very clear and balanced in the first post. It would be worth expressing all of those points to the person who will be choosing the candidate and hearing their response. And then request some proper and appropriate training as part of the package.

For me, beyond the “management vs core technical competence” dilemma and reassurance of support from above, I think my main concern would be how my team is going to behave now that I am in charge rather than me being one of them.

I became a manager probably too early, and then was lucky enough to mix and match between coding most of the time and managing most of the time. Now I run a pretty large development team and barely ever code apart from for fun. I sometimes think I wish I’d stayed a coder as from where I am now it looks like a pretty sweet life, but I also know I am very proud of my progression.

I am not a born leader, not confident. Software dev is a great industry for non traditonal managers in this respect. In the more “managery” meetings I go to now, I’m usually the quietest person in the room, but when I do say something people probably listen (maybe, who knows, best not to worry about it too much).

I’ve noticed that the people that end up being good managers of software developers almost fell into the role, because they couldn’t help but want to improve something about how the team they were in worked.

Do you do that anyway? Can you see a route from how you work day to day, to this new role, or does it just feel completely different and boring?

Also, I noticed you said:

It’s been strongly hinted at that I would be the preferred applicant

Why would you be the preferred applicant? Is it because they think you’d be amazing at the role? Or because they CBA to look for a good replacement out on the market?

managerial with the added pressures, responsibilities and stresses

Is that just your guess, or is this based on seeing other managers you have worked with and for at your past and current place? I went into management because I was lucky enough to have been managed by some really great people that made it look reasonably easy and worth doing.

There are so many factors to consider, some you will – some you will not until you start.

I previously took a promotion to a senior role in a completely new team. First week I started i soon found out that 3 of the most experienced people in the team had also applied, and that one of these was the best friend of the current manager who was on the sick during appointment of myself.

I also found out the 4 others in team who had not applied for the senior role were working their notice period.

The team was absolutely terrible. The experienced ones had the manager wrapped around their fingers and she was always quick to blame the newer team members .. hence them not staying long.

After the initial few months of taking a look and saying nothing. I was able to subtly get processes into place where blame and negligence sat at the feet of those involved instead of being off loaded. After a few close shaves myself, the manager was replaced within 10 months, the 3 stooges reduced to 1, and by time I moved on the team had stability and high morale.

It was stressful at first but the outcome was worth it.

It was very honest of the person above admitting they were just incompetent and a wrong fit for a managerial role .. not everyone is and I guess it is you who will know if you want to potentially take on the stress initially.

Good luck

Applying isn’t accepting.
It gives you the chance to find out more if you reach interview and the opportunity to accept, decline or negotiate terms if successful.

When I did this last year it was the catalyst for me realising that the new management really weren’t on the same trajectory and I started to plan my move elsewhere. Was a good chance to re-evaluate rather than just sticking.