#promotion

I have been an executive for a several years now and have rotated thru Sales Manager , Merchandising Manager (SMM) and now MBA looking to get a promotion to Director In Store in the 🤞 near future any advice on what I can do to stand out and make this happen, I have been in discussions with my store manager on how we will get me there but it’s always good to get extra input on what might help

So I am hearing tech leadership is moving up the ladder ?

Very few job title bands. So I’m hoping when a promotion finally happens the pay rise is in the larger side. Is this true?

After years of working hard and doing everything possible to earn a director role, I eventually realized I was being strung along. My director repeatedly made promises about promotion that never came through, while simultaneously expecting me to prioritize hiring people from his own nationality. That environment made it clear that growth there was never going to be based on merit for women at this company. Walking away was not easy, but I’m incredibly relieved to have finally found a way forward.

The Beat mentioned Promotion and Reward cycles
When is this happening?

So I guess this is my first taste of corporate life. Getting no merit increase because of a promotion.

Schwab really does know how to take care of their employees.

Anyone know their salary, bonus, promote or layoff already?

I don't get it. I've watched two managers make huge errors, cost the company, and get promoted anyway. No connections, just rewarded for failure. What am I missing?

BD life sciences just joined Waters a few weeks ago and we have been trying to get a sense of the culture, benefits, salary increases, bonus, PTO days, promotion rates or lack of them, etc.

We still have the BD benefits until end of year but after that I assume it will change to Waters benefits after.

So far we have not given any info on how things will change. Any insights are highly appreciated

VP II here, or as they call it now VP.

I saw a SR VP position posted that was listed as a 'pipeline' position. They shouldn't list positions they aren't actually hiring for currently but I digress.

I applied to it and let the hiring manager know. We met. He told me he has a VP position that may be available soon too. He said they aren't allowed to hire internally if it's up a salary grade (promotion). He thought that it was a company wide policy but wasn't certain. The job is in asset servicing. Does anyone know more about this? The amount of positions available has been down a lot the past few years for SVP.

When mass promotions of 6700 people in CX happened all of us in CX understood that the margins would get affected in a few quarters when its in effecti in all regions and there would be consequences but LC & CX leaders defended it then and tried to be heros. Now on leaders call it was specifically called out that CX revenue & margins are both down. CX business needs to pick up. DUH. Would rather like to keep our jobs than get a promotion with others thinking we don’t deserve it or worse - lose the job thanks. Typical of Cisco for leaders to make horrible decisions and ICs to lose jobs.

Anyone have information on the algorithm utilized for March promotions? Seems to be some odd results of unexpected promotions. Others on the list for promotion heard crickets.

What do you think? Looks like undeserving people got promoted to VPs. I've found DR in particular to be hollow and self serving. Has provided no direction and is mostly an empty vessel. Thoughts?

What's going on in IT? Two years ago there was one VP/GM position, the CIO, although they were approved for two. Now there are three VPs, including the CIO; the second VP position (then GM) was filled in 2024. That's a big increase in comp as VP's are a min of $850K (salary, VCIP, and RSUs), plus other benefits. I guess the recent layoffs in IT paved the way for the increase in comp for the newest VP. Welcome to the club!!

Details a bit fuzzy on this. And yes, I know, it's a rough year.

Received notification that I would be rated approaching after being in the top 10% of my orgs performance. No bad verbiage, no recommendation on what to improve upon—just approaching.

Being told that this label could affect future promotions. 10 year veteran with not a single rating below performing…

It may be time to 🛹…outta here

People are just maintaining status quo. No one willing to contribute out of box in fear of No recognition, No salary hikes or promotions.

1. Skilled people were exploited until they stopped innovating. No one is motivated to contribute extra.
2. Management is begging Developers and leaders to bring change with AI , hackathons, and study more on AI concepts. Even if I learn AI, why should I contribute if no recognition ? I will use my learning to jump for more salary.
3. Oracle is the low payer , even less than Asian service / body shopping companies.
4. Lots of bureaucracy in Oracle.
   Throw out all Directors, Senior Directors and VP's who doesn't add value and improve salary structure for real working employees. Things might change.

But go up the ladder, and the incompetence and arrogance just skyrocket. I've never seen anyone truly skilled or deserving get promoted. This team could do amazing things with the right management. But nope. Not a chance in he-l we'd ever get a decent one.

What do they offer the flow , are they still on ideploy , do they get a raise ?

I know all titles at Nike are valued than any other company. Like Directors are more like managers and VPs are like directors but what are Principals?? Loooool what is that?? A way to tell employees you are promoted but without any value?? What a joke!!

Well actually, I heard BB is only allowing 7% of us to get promoted.

In 2024, it was close to 30%. In January 2025, BB told all the managers - you know all those people you decided in December 2024 to promote? Cut that in half.
As a result, promotions happened for only 14 percent of the company.

Not very energizing! Why stay?

The feds now owe nike more than 3 billion dollars, wanna bet where this money could flow?

I will take the first shots:

500mil goes to shirts with pu--c hair in skims
300mil goes to white house bribes
200mil goes to whatever shiny useless tech someone was chasing for their VP promotion
100mil to DEI

Any rumors on what bonus payout will look like ? I’m over due for a promotion but it looks like this year will be another year of waiting.

I am a grade 14 remote employee and have been working my tail off to move to a 15 in my same role. Can any leaders share if this is even possible now?

This company operates with an outdated mindset, and as a former Pershing Advisor Solutions employee, I saw firsthand how deeply the issues run. Strong performers were often pushed out or left on their own, while promotions frequently went to individuals who simply filled gaps rather than elevated the organization.

Middle management was routinely pressured to give artificially low performance ratings so directors could meet layoff quotas—often without offering appropriate severance. The result is a culture where talented people feel undervalued and unsupported.

It’s disappointing to watch, and I genuinely encourage high‑performing employees to explore opportunities elsewhere where their contributions will be recognized and rewarded.

Yet another talented colleague who was hired in the remote-first era has left. They couldn't get promoted without agreeing to move to Minnesota. They were hired in the "Work Your Way is permanent!" era, and were assured during the hiring process that they could get promoted without having to relocate. Our current policy says that exceptions may be made for key positions, which my colleague's absolutely is, but our EVP is gutless and afraid of doing anything that would anger the CEO. I don't know whose retirement I'm anticipating more.

New to NM. How does promotions work here? I see some people who are in the same role for many years without any promotion. Also, how much pay hike can one expect with the promotion in general with the engineer roles?

Just curious, honestly did anyone get a promo? Not much was disclosed on the process and frontline managers given no info. So did anyone actually get one and what criteria was there? Were they only given to people now in managerial roles?

Be related to the DMs friends or their inner circle.

Holier than thou, sanctimonious sc-m of the earth.

Slam, cram, brown nose and lie your way to the top and when HR asks, put the blame on anyone that calls you out.

Are promotions based on performance, or is it just a leadership friendship club benefit?

33% are doing the minimum waiting for the axe hoping for severance
33% are doing the minimum waiting to retire
33% are barely doing the minimum waiting to see whether they got another job.

the other 1% work because they dont know any better.

No raises...everyone fired every other Tuesday...zero chance of being promoted or getting exceeds...of course people are skating...there is no incentive to row the boat on a sinking ship.

Got a promo and a new career level, not sure if that maps to anything (Salary range/ VC target range, etc)

Is there a rough estimate out there on Workday? Going from an entry level role to Senior title? Going from a Senior title to a 'Lead'?

Or do only those that get “ Exceeding” qualify?

I'm stuck at T3 for 5 years doing the same job as T4s on the team. Issue goes back to legacy roles where 3 roles got rolled into 1 and some got stuck at T3 and others got to keep T4. 5 years later I'm still getting paid $50k less than them. Is this just the way it is at SAP?

There's a list of a-s kissers that keep surviving or even get promoted. How?

Just got word from a friend who is a manager that only 0.25% (1 in 400) employees will have the opportunity to receive a promotion in 2026. This is supposed to be very hush hush and hid from employees. If offered a promotion, you will get 4-7% of a bump in pay.

This might have already been said before, but I couldn't believe it. If I get exceeds every trimester, I will still not get a promotion is what this manager said. It might have to get approval at GP level.

I might have been naive with everything. Time to start looking at other jobs.

How much did we pay for the land where we said we would build a Carlsbad office and never have? The other operators accepted it for free but we paid for it because we didn’t want to agree to providing a certain number of jobs in Carlsbad. Funny to see the guy who made that decision promoted.

Does it seem like many of the recent Manager & Lead promotions went to people that have no clue what they are doing?!? People are getting “promoted”- more like PLACED- to positions they should not be in. Some of these same people could barely do their job prior or have no clue about the job of those now reporting to them. Yet on the flip side, qualified people aren’t even looked at or cannot even make it half way through any interview process because most of HR is a sh-t show. Guess that’s always been the #nikeway. Be in the nepotism club or get left behind.

Can anyone remember the last time a promotion went to the most qualified person, and not just someone's friend or relative? I feel like genuine merit-based advancement doesn't exist at this company anymore. How are we even supposed to stay motivated in such an environment?