Depends on how approachable management are, but I'd suggest that you work together to move you into a management position over the next, say, two years. If you are genuinely too good at your current role, then you leaving (the implied alternative) would leave them in a much bigger hole than you handing over over a period of time, while moving into another role where the company gains by your experience, without gambling on your abilities in a new role. Personally, when I have employed people who are invaluable, I have tried to ensure they are happy in teh role (more money helps, but also role flexibility). Oftentimes people jsut want to 'be promoted'; because that is showing them that the company thinks highly of them - many a developer is a crap manager (although, to be fair, many a manager is a crap manager). Looking at it fromthe comapny's perspective, employing someone as a manager with little management experience is a gamble - so if you can discuss with them ways of reducing the odds (suggest you attend management training courses, spend 1/2 day a week 'seconded' to your current manager, or the manager form a different department. When I first moved into a management role, despite being assured by all that I was a good manager, I really (really!) missed the hands-on role and moved back to a development role as soon as I could. Bear in mind you may feel the same way - so making themove slowly, wioth teh comapny's belessing can assure you of a long and fruitful relationship. Of course, if your current employer doesn't want to negotiate, make sure you have another role befor ejumping ship and then, when you resign, don't fall into the temptation of staying when they suddenly promise you more manegerial position.
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