| The number one thing you can do is write up your “hat” in the organisation that you want to pass on and make it as easy as possible for someone else to occupy it. If there are aspects of your job, like the legacy systems you are talking about, that only you know about, you need to start the process of documenting those systems so that someone else can take them over. This isn’t just raw documentation, but you need to build the “how to” guide for them. Focus on one system first and then present it to the CEO and tell them that you have written up this function because you want to help remove the key person risk of knowledge being only in your head. Also tell them why you are doing it (you want to grow further into the company to bigger opportunities). As a business owner, I can tell you that this sort of initiative is greatly appreciated and valued. Once done on a hat, get it to a more junior engineer and help them get in control of that part of the job. Then repeat as many times as needed. Even if you don’t find someone to take over some aspect immediately, doing this is very therapeutic anyway and also means that when the opportunity does arrive for you to hand it over, you can! This will also declutter tour mind and help give that “fresh start” you are after as you won’t have to remember everything. |
Not all will react well to that, but those who are also looking to grow in the org will see there is an opportunity to grow some valuable expertise, with you as a mentor.