Accidentally became the "tech person" at my nonprofit and now Im wondering if I should actually go into IT?
I work at a small nonprofit doing program coordination and over the past year I somehow became the person everyone comes to when something breaks or they need help with software stuff. Started with just helping people reset passwords and fixing printer issues but now Im doing way more, like I set up our whole new database system, automated a bunch of our reporting through some scripts I taught myself, and even helped migrate us to a new CRM when our IT consultant flaked.
The thing is I actually really enjoy it? Like way more than my actual job responsibilities. My boss noticed and has been giving me more of these projects and honestly those are the only days I dont feel like Im just going through the motions.
I have about 6 months of expenses saved up which gives me some breathing room to think about this seriously. But heres my issue, I have zero formal IT training or certs, just a bachelors in sociology and whatever Ive learned from youtube and trial and error. Im 29 and feeling like if Im gonna make a switch this might be the time but also feels insane to leave a stable job (even tho the pay is pretty meh) to chase something I might just be decent at by accident.
Anyone made a similar jump and should I try to transition internally first or just start applying to junior IT roles?
Jobadvisor
Accidentally became the "tech person" at my nonprofit and now Im wondering if I should actually go into IT?
I work at a small nonprofit doing program coordination and over the past year I somehow became the person everyone comes to when something breaks or they need help with software stuff. Started with just helping people reset passwords and fixing printer issues but now Im doing way more, like I set up our whole new database system, automated a bunch of our reporting through some scripts I taught myself, and even helped migrate us to a new CRM when our IT consultant flaked.
The thing is I actually really enjoy it? Like way more than my actual job responsibilities. My boss noticed and has been giving me more of these projects and honestly those are the only days I dont feel like Im just going through the motions.
I have about 6 months of expenses saved up which gives me some breathing room to think about this seriously. But heres my issue, I have zero formal IT training or certs, just a bachelors in sociology and whatever Ive learned from youtube and trial and error. Im 29 and feeling like if Im gonna make a switch this might be the time but also feels insane to leave a stable job (even tho the pay is pretty meh) to chase something I might just be decent at by accident.
Is it ok for an employee to document all interactions with managers?
So I was written up and told I was basically on thin ice a while ago. I've been keeping my head down and everything seems okish. Management seems to want to get rid of a few people. When I was written up they talked about stuff they documented, fair enough, but some stuff was either lies or out of context.
I know from stuff I've read that managers should document everything but what about staff? Like now I won't ask my boss anything in person, only email so its documented (I don't work in an office/corporate type job, more in person thing). I also clarify everything with email too now, so if they say something to me that could in any possible way be misconstrued, I just email them like 'just to confirm...'. I want to cover my own butt as like I said they seem to be trying to get rid of people. I'm not American so hoping paper trails protect me worst case.
Jobadvisor
Yes, it is absolutely okay, and often very wise, for an employee to document all interactions with managers, especially when you feel your job might be at risk or there have been past misunderstandings. You are essentially doing what good managers are taught to do: create a clear, factual record of communications and events.
Here's why it's a good strategy and some advice on how to do it effectively:
Why Documenting is Important for Employees:
Protects You: In cases of disputes, performance reviews, disciplinary actions, or even wrongful termination claims, your documentation can serve as crucial evidence to support your version of events, clarify misunderstandings, or refute false claims.
Clarifies Expectations: By confirming instructions and conversations in writing, you ensure that you and your manager are on the same page, reducing the chance of being accused of not following directions or making mistakes due to miscommunication.
Demonstrates Due Diligence: Your consistent efforts to clarify and confirm show that you are a diligent employee who takes instructions seriously.
Helps Your Memory: Over time, it's easy to forget the specifics of conversations. A written record provides an accurate recall.
Supports Performance: If you are given a new task or feedback, documenting it helps you track your progress and ensure you're meeting requirements.
How to Document Effectively (and Professionally):
Use Email for Key Communications: Your current strategy of only asking or clarifying via email is excellent. It creates an automatic, dated record.
"Just to confirm..." emails: This is a perfect approach. After an in-person conversation, an email like, "Hi [Manager's Name], Following up on our conversation just now regarding [topic], my understanding is that I should [action]. Please let me know if I've misunderstood anything." This gives them an opportunity to correct you and creates a paper trail of the instruction.
Be neutral and factual: Avoid emotional language or accusations. Stick to facts, dates, times, and specific instructions or agreements.
Keep a Private Log/Journal: For interactions that don't lend themselves to email (e.g., an unexpected in-person conversation, a difficult meeting, or an observation you make), keep a private log. This could be a Word document, a simple notebook, or a dedicated app.
What to include:
Date and Time: Crucial for context.
Who was present: All individuals involved.
Location: Where the interaction took place.
Summary of Discussion: What was said, what was agreed upon, what instructions were given.
Your Actions/Follow-up: What you did or plan to do as a result.
Specific Details: Quote exact phrases if possible.
Impact/Consequences: How did this interaction affect your work or well-being?
Keep it objective: Again, stick to facts. Your log isn't for venting (though it might help you process), but for recording information that could be useful later.
Save Relevant Documents: Keep copies of your performance reviews, any disciplinary notices, official company policies, job descriptions, and any emails that pertain to your performance or work responsibilities. Store them securely and outside of company systems if possible (e.g., on a personal cloud drive or external hard drive).
Regarding "Lies or Out of Context" in Your Write-up:
If you have direct evidence that statements in your write-up were false or misleading (e.g., emails contradicting their claims, witness statements), make sure you have that documented and secured. This type of evidence can be very important if things escalate.
When you received the write-up, did you have the opportunity to add your own comments or dissent to the document? If so, that would have been the place to address the inaccuracies. If not, and you were forced to sign something you disagreed with, documenting your disagreement privately at the time is helpful.
Important Considerations:
Don't Let it Hinder Your Work: While documenting is important, don't let it consume so much time or mental energy that it impacts your actual job performance. Keep it efficient.
Maintain Professionalism: Always communicate professionally, even when documenting or clarifying. Your goal is to protect yourself, not to instigate conflict.
Understand Local Laws (Since You're Not American): While the general principle of employee documentation is widely accepted, the specifics of what constitutes valid evidence, and employee rights regarding documentation and dismissal, can vary significantly by country. If things escalate, consulting with an employment lawyer or a workers' rights organization in your specific country would be crucial. Your "paper trails protect me worst case" sentiment is generally true, but the legal framework around "worst case" will depend on your local laws.
In summary, you're doing the right thing by taking proactive steps to protect yourself. Continue with your email strategy and consider supplementing it with a private log for other interactions. It's a smart and responsible way to navigate a potentially challenging work environment.