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Why business analysts and project managers get higher salaries than programmers?
programmers.stackexchange.com
Seriously.
Here's the three minute version of doing it:
1. Work hard on tangible stuff, document and claim credit for doing it, and notify people with what benefit the work provides. This sounds maybe stupidly obvious, but a lot of non-technical people don't understand the value in something. So, "Upgraded XYZ so our website loads faster, which is proven to make customers more likely to buy according to ZYX paper" - I know, what a waste of time, right? Wrong! It's going to make you a lot of money. Tell people what you did.
2. Before you go to ask for more money, prepare a BATNA (Best Alternative to Negotiated Agreement) - if they say no, what will you do? You need to know this. Having other offers is obviously good. Savings are good. You don't even have to mention your BATNA, but you need a Plan B. Most people don't make one of these, so if their first attempt doesn't go swimmingly, they're in trouble.
3. Go in and stress how much more you'd like to do going forwards. This is huge. Do not mention what you've done in the past, except in the context of how it proves how much more you can do going forwards. So go in and say, "Hi boss, as I mentioned in all my various weekly reports, I've been learning new stuff and kicking massive ass. [that was step one] Recently I've picked up some new skills, and I've been getting recruited for a bunch of projects [step 2], but I really like working here. Actually, I think I can deliver even more value here, if I take on new responsibilities. I'd like to train a successor to gradually take over my current role, while I do ABC-stimulating-enjoyable-task that will bring the business new money. I don't even want to be compensated much more for it - I'm going to be bringing in lots more value/assets/sales/cash/whatever, but a moderately small raise is enough for me because I like working here so much." Then lay out what you're asking for.
Business people learn how to do this. You're leaving lots of money on the table and not getting a chance to work on cooler stuff that you'd like to do if you don't do this.
1. Regularly update with the work you completed, and the benefit it provides.
2. Decide what you want, and what you'll do as Plan B if your current company won't give it to you.
3. Go stress that you'd be able to produce more value if you transition your role to a more highly paid and enjoyable one. Be friendly and complimentary. Whenever possible, try not to ask for more money for the same role from the same company - people hate price increases, so it's better to expand your role to something that's also more enjoyable and produces more in their eyes. If you want a raise for doing the same exact work, it's probably good to start looking outside the current company as well for other offers.
Because programmers don't ask for more money often enough. Seriously. Here's the three minute version of doing it: 1. Work hard on tangible stuff, document and claim credit for doing it, and notify people with what benefit the work provides . This sounds maybe stupidly obvious, but a lot of non-technical people don't understand the value in something. So, "Upgraded XYZ so our website loads faster, which is proven to…
According to the article, when asked for a raise, the best thing is to say they have to wait for their review like everyone else, and that's when you'll take note of performances.
Because programmers don't ask for more money often enough. Seriously. Here's the three minute version of doing it: 1. Work hard on tangible stuff, document and claim credit for doing it, and notify people with what benefit the work provides . This sounds maybe stupidly obvious, but a lot of non-technical people don't understand the value in something. So, "Upgraded XYZ so our website loads faster, which is proven to…
Because programmers don't ask for more money often enough. Seriously. Here's the three minute version of doing it: 1. Work hard on tangible stuff, document and claim credit for doing it, and notify people with what benefit the work provides . This sounds maybe stupidly obvious, but a lot of non-technical people don't understand the value in something. So, "Upgraded XYZ so our website loads faster, which is proven to…
There's simply no way that you can convey to a company that they need to pay you twice as much as they did when they hired you 3 years ago. They simply won't believe it. Sadly, the only way is to demonstrate it for them by actually accepting a job somewhere else for twice the money.
The key is to remember that you're in this game for yourself first. It's nice to work for a good company with a good environment and a fun team, but at the end of the day it's not worth leaving tens of thousands of dollars on the table just to stay there.
At the time, I was a developer doing mostly web stuff, with 7.x years professional experience, in a low COL market, at $80k plus bonus.
My girlfriend was a "Jr. BA" (she held an MBA but little experience) and her wage was $45k. I doubt her salary would be doubled if she had a few more years experience.
I've seen a bunch of government software contracts go down this road, they all try to use the same "tried and trusted" solution even when the assumptions that underpin it have changed wildly (developers are just looking to play with fancy toys and so can't be trusted). They hire based on cost, 3 developers being paid 20k are worth as much as one developer being paid 60k and generally won't fight to retain staff. I find this incredibly ironic since government projects are often challenging and novel, they are dealing with scales or activities that businesses (mostly) don't touch. It always struck me that the area crying out for a creative, original solutions implemented by a film crew team.
I have been a support analyst, programmer, software architect, and BA (and worked with several PMs). You really can't have one blanket generalization in this area because it completely depends on structure and job responsibilities.
Because programmers don't ask for more money often enough. Seriously. Here's the three minute version of doing it: 1. Work hard on tangible stuff, document and claim credit for doing it, and notify people with what benefit the work provides . This sounds maybe stupidly obvious, but a lot of non-technical people don't understand the value in something. So, "Upgraded XYZ so our website loads faster, which is proven to…
Most programmers, working together with BAs and PMs simply don't have access to the information that says how their efforts contributed to the bottom line. And they work in teams that often include those BAs and PMs, so even if they could make a direct link to increased company earnings etc, then it would be hard to justify claiming credit over anyone else in the team.
And in some cases a good PM deserves more than a programmer.
If you talk to people who hire/interview and manage people as their primary role, you will often hear them say that the candidates attitude/people skills is more important than their technical ability.
If the candidate has good attitude/people skills, they can be taught (or will pick up on their own) good technical skills. But if they only have good technical skills, but lack a good attitude, that is something that is very difficult to teach/improve.