[sokoloff]

This happens a lot more often than you might think and I agree with the sibling that EM should not be considered a promotion over IC (and I’ve tried to shape our career ladder/matrix to minimize that, but we do operate in a market where that influence exists and we can’t ignore that entirely).

If your alternative is eventually quitting, approach the discussion with that in the back of your mind. You don’t want to “threaten” that, but realizing that it’s not working for you and talking about what would work is helpful for both sides.

As an exec, I’ve helped employees navigate this a handful of times and have a few more ahead of me I’m sure. I don’t want you to be unhappy and I don’t want you to suck at your job. If it’s not working for you, both are likely to happen and so let’s talk about it.

If your company is one with a significantly higher comp for EM vs IC, I would understand that and indicate openness to switching back to the IC comp (which is only fair, but your director or HR might be worried about you holding unrealistic expectations, treating a comp change as a constructive dismissal, and therefore not be as flexible as a result).

But overall: if you don’t like what you’re doing and don’t see a prospect for that improving a lot, speak up and make the change that you know you need. Life’s too short to hate a big part of it, assuming any option to not hate it exists.