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For software engineers, it's extremely likely that whatever company you started working for in Year 1 will be completely different in Year 5. Google wasn't the same company in 1999 that it was in 2004, which wasn't the same company that it was in 2009, which won't be the same company that it will be in 2014. Leadership, culture, technology, teams, products -- these all can change, and you may not be happy with that outcome of that change. Likewise, unless you're a completely static individual, your own preferences will change. You might not mind a completely chaotic startup environment at age 26, but you might be over it by age 31. So given all that, over a five year period, what's the likelihood that you and and your company will evolve into being as good of a fit in Year 1 as it was in Year 5? Pretty damn unlikely. Given this paradigm, the two errors most companies make are: 1) Treating this phenomenon as "disloyalty." For a lot of companies, it's not acceptable to say, "the company went one direction, I went another, let's stop dating and just be friends." Good companies understand this happens, treat their former employees like alumni, and a lot of good things can come out of "just being friends" (e.g. that former employee recommending to others they work at the company). Bad companies act butthurt and whine that Generation X/Y are a bunch of ungrateful 'job hoppers.' 2) Having stupid policies for those that continue to be a good fit through Year 5 and beyond. If a former employee ever says of a previous employer, "I liked it there, I just got a way bigger salary increase at my new company" or "I liked it there, but after I was promoted to Senior Engineer, the only real way to advance was through management/business," then that company lost a software engineer over something completely controllable. I see so many companies locking themselves into 2.7% annual cost of living raises for their current employees while they offer 20% more to new hires, and then complain "it's so hard to find good engineers." Well, no shit. The OP has essentially managed to set parameters with his current employer where he's essentially in control on how his job will evolves, so he can ensure it evolves organically with his preferences, which is probably why he likes working there so much. But in lieu of having every engineer negotiate such a framework with their employers, it'd probably be a lot more effective for those employers to recognize that this "Year 5" phenomenon happens, and adjust accordingly (ie. not holding it against employees who no longer feel like a good fit, and compensating those who continue to be a good fit and produce) |