Speedrun Your Tech Promotion

Summary

In this insightful video, Steve, an L7 Principal Engineer at Amazon, shares his personal journey and the lessons learned from multiple failed promotion attempts. He emphasizes that promotions are not merit-based but a process that can be understood and optimized. Steve advises understanding the promotion criteria, demonstrating competence at the next level, and gathering tangible evidence of one's ability to handle broader responsibilities. He also highlights the importance of concrete evidence over qualitative endorsements in the promotion process.

Takeaways

• 🎉 Promotions are not solely based on merit but are a process that can be understood and optimized.
• 🔄 Understanding the promotion process at your company is crucial for career advancement.
• 🚫 Tech promotions are anti-Peter Principle, requiring demonstration of next-level competence before promotion.
• 📈 High performance at one's current level is necessary but not sufficient for promotion.
• 📝 Gathering tangible evidence of operating at the next level is more compelling than qualitative endorsements.
• 🤔 Promotees should proactively seek to understand and adapt to changes in promotion criteria and processes.
• 👥 Networking and understanding the experiences of those who have been promoted can provide valuable insights.
• 📊 Demonstrating a broader scope of responsibilities and capabilities is key to promotion success.
• 📋 Creating a promotion packet with specific, quantifiable achievements can strengthen a promotion case.
• 🗣️ Effective feedback should highlight how an individual's contributions demonstrate readiness for the next level.
• 💡 Working backwards from desired feedback can clarify promotion goals and strategies.

Q & A

What was the speaker's initial reaction to being promoted to principal engineer at Amazon?

The speaker did not feel as happy as they thought they should be, reflecting on their previous failures to be promoted over the past four years.

How many times had the speaker been put up for promotion before finally succeeding?

The speaker had been put up for promotion and failed five times over the previous four years.

What was the speaker's initial career progression like at Amazon?

The speaker started as a support engineer in 2006, moved to L4 SD1 in 2007, reached SD2 in 2009, and became a Senior SD (SD3) in 2012, indicating rapid progression initially.

What did the speaker realize after getting stuck in their career progression?

The speaker realized that they didn't know what to do to unstick themselves once they stopped progressing, highlighting the need for understanding the promotion process.

What is the first lesson the speaker learned from their frustrating experience with promotions?

The first lesson was that promotions are not a meritocracy but a process that can be broken down and optimized.

Why is it important to understand the promotion process at your company?

Understanding the promotion process is crucial because it allows you to know what steps to take and how to prepare, which can prevent setbacks due to process changes.

According to the script, what is the difference between Russell and Matt in terms of work ethic?

Russell is described as hardworking, engaging, and helpful, often working nights and weekends, while Matt has a more relaxed approach, not working extra hours and being less helpful.

Why might Matt be promoted over Russell, despite seeming less dedicated?

Matt might be promoted over Russell if he understands the promotion process at the company and optimizes his actions accordingly, whereas Russell may not be aware of the process.

What is the 'anti-Peter Principle' as it pertains to tech promotions?

The 'anti-Peter Principle' in tech promotions means that one must demonstrate competence at the next level before being promoted, rather than simply being competent at the current level.

What should Lance have done to improve his chances of promotion according to the speaker?

Lance should have taken on more than what was expected of him at his current level and provided multiple data points of operating at the next level to demonstrate his readiness for promotion.

Why is it better to provide tangible evidence of operating at the next level rather than qualitative endorsements?

Tangible evidence is more compelling and concrete, showing specific contributions and capabilities at the next level, which is more persuasive than general positive reviews.

How can one ensure they receive effective feedback for a promotion?

One can write down the type of feedback they want to elicit, operate in a way that leads to that feedback, and remind colleagues of what they witnessed when promotion time comes.

What is the 'promotion algorithm' the speaker mentions for a structured approach to promotion?

The 'promotion algorithm' is a structured approach to promotion that the speaker developed, which is explained in more detail during the 'speedrun to promotion' launch event.