The Best Laid Plans…

I had a series of posts in the queue about my timeline for downshifting in my current role, on my current team. As you may be able to infer from the lack of posts here, things did not go according to plan. Seemingly in response to my previous post about how the constant shuffling of resources and goals in large technology companies works against job satisfaction, my current team was broken apart, reassembled, and given a wholly new charter.

Following the laws of physics, this post contains my thoughts on my (equal and opposite) reaction to this force.

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Is Work in Big Tech Incompatible with Job Satisfaction?

Daniel Pink argues in “Drive: The Surprising Truth About What Motivates Us” that motivators historically used in the workplace (the promise of monetary rewards and the fear of punishment) are less effective in the information age. His new prescription for a highly motivated and satisfied workforce is based on three ingredients: autonomy, mastery, and purpose.

From my personal experience, I’m starting to suspect that, for lower-level employees in big tech firms, autonomy, mastery, and purpose are out of reach, making work for many in Big Tech incompatible with job satisfaction.

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Don’t Take a Gap Year; Set Aside a Gap Fund

A gap year is traditionally a year away from school before going to (or back to) college or university. The idea is to dive into the real world to gain perspective and start taking responsibility before locking yourself into a long-term career or area of study.

More recently, the term has been applied to taking a break from work, either for learning (a sabbatical) or personal reasons (“mini-retirements”).

Rather than working the same job for 30 – 40 years, I feel it’s important (for sanity as well as personal growth) to mix things up every now and then, so gap years and mini-retirements are topics I contemplate often.

Rather than taking a gap year, an alternative approach for a mid-career break is to set aside and live off of a fixed gap fund.

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Downshifting and Early Retirement

At the intersection of personal finance and self-actualization there is a vibrant Internet community focused on the pursuit of “FIRE”–Financial Independence, to Retire Early.

Rather than accepting society’s preconception that life includes 12 – 18 years of schooling, followed by 40 – 50 years of working, wrapped up by a few years of TV and golf, FIRE aspirants optimize their spending to maximize both life satisfaction and savings, invest the proceeds wisely, and retire radically early to pursue personal growth, social connections, giving back, and more–free from the shackles of full-time work.

How does downshifting to part-time work relate to early retirement?

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Increase Your Net Hourly Pay by Working Less

How much is your time worth? There are many ways to answer this question; some based on your current hourly pay, others based on how much money you could earn on the side. Regardless of the eventual answer, it is clear that time is an important asset–arguably the most important asset–so you should make sure you’re getting a good deal when selling your time.

Although many people focus on increasing their annual income (perhaps by working overtime or picking up side jobs), my position is that, when trading time for money, you should strive to maximize your pay rate, because the more you make per hour, the fewer the number of hours you require to cover your expenses.

The good news is that, in countries like the United States that have progressive income taxes, it is possible to increase your net hourly pay rate by simply working fewer hours per year. The rest of this article explores this unusual (not to be confused with “alternative”) fact.

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How to Make Your Employer Embrace Part-Time Work

I’m a big proponent of part-time work (though I’m not the only one). But of course, that is coming from my perspective as a part-time work aspirant who desires more time for living and less time working.

On the other side of the table is the management of a publicly-traded corporation that is generally beholden to shareholders to generate profit. This article explores concerns from my employer’s perspective related to allowing one of its dear employees to work slightly less than is typically demanded.

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