Below are all the posts — topics as well as replies — that mention the hashtag #promotion.
Mention #promotion in your post to continue the discussion!
I'm thrilled to finally share the exciting news that I've been promoted to my dream role as the VP of Merchandising for Asia Pacific and Latin America at Nike!
It's been a busy few months setting up this amazing team for success, but I'm proud to be back home in APLA, leading with passion, commitment, and determination.
After 22 incredible years at Nike, this role is a dream come true. I'm so grateful to the amazing leaders who've supported me throughout my career and believed in me.
I’ve watched managers deliberately sideline top performers because their success made the managers nervous. Literally. They’d rather keep control and mediocrity than promote someone who might overshadow them. It’s toxic and it drives good people out, but nobody gives a damn.
Conveyed employees are all over the country, waiting to find out if they have a future at HCSC, while HR is completely silent. No updates on whether remote employees will ever be eligible for promotions or internal transfer opportunities. No effort being made to engage conveyed remote team members. Not even an inkling that the people in the wrong roles or compensation grades are being looked at or corrected.
Is it always like this at hcsc? Does hr keep everything close to the chest until policies are rolled out? It seems that even leadership is in the dark.
“At times, when team members take leave or mention personal commitments, it can be perceived as reduced loyalty to the firm. Having a culture where taking leave is seen as normal would improve trust and morale.”
“Sometimes growth opportunities feel tied to whether a manager believes a team member might stay long-term, rather than transparent performance criteria. Clearer promotion guidance would help remove that perception.”
“There is a sense that career development discussions are limited, and focus is more on delivery and job continuity. More open conversations about growth and promotions would help to employees below D level”
Please evaluate your workplace based on:
Would you recommend your employer (Ford)?
So the end of year review with my manager is coming up in a couple weeks. Looking for some advice on how I should handle the news of no raise and no promotion again this year?
Should I express my displeasure to my manager? Or should I hide it and pretend to be happy with the pittance of RSUs they have awarded me?
I feel both ashamed and surprised to witness the numerous new hires and promotions that have occurred in the last two years, despite the lack of significant deployments in EBS Payroll technology.
I learned the hard way that being called “valuable” doesn’t get you anywhere. You can be the best at your job, the one everyone depends on, and still never get promoted. It’s more than frustrating to feel trapped in your current role simply because you’re too essential where you are.
From the new rating scale, what do you need for a promotion on scale of 1-5. My manager is telling me he can promote team members on met (3) but I heard from reliable sources only if they get 1 or 2 can be promoted. Does anyone know the correct answer?
Why are so many goldman sachs folks being recruited into bny to take positions?
I was submitted to the promotion pilot in GT and I was wondering how raises could potentially work? Assuming I'm going from 30-35 or 35-40, is there any guidance on how much I can expect for an increase?
Last year my teammate got promotion - got quick zoom call with manager who announced him promotion from level 1 to level 2, but with no financial upgrade. What is the sense of giving employees only titles which means more workload for a less money.
APLA will be taken over by GC and NA and then CS will become a new role VP/GM Global Categories. Let me be the first to wish them success in this new role.
This is ask for all Directors and Executives who got impacted by Layoff.
I've been working in Oracle for 10+ years now and I am impacted by layoff. I don't regret the layoff. One question which was lingering in my mind was despite my honest day and night contributions to the project, I was not even considered for promotion or growth.
I had been exceeding expectations of my managers/executives and each time I raised my bar level and was able to meet it. At the end of focal cycle all I got was a 2% or 5% hike to maximum which was almost equivalent to lowest performer in my team.
I even attempted to jump to another project offering a senior role but was cut down by internal recruiters saying I can't move up in lateral jumps. The project seemed like a dead-end for me and I wasn't even allowed to move to another project which looks promising technology atleast but in vain.
What was the Ego which prevented you guys from helping your employees grow. Is it typical asian mindset ? to slave one person and extract everything ?
All I noticed was some monkey executive coming from external company (Infact he was less experienced than I was) and started controlling us. He doesn't even know half of the architecture I know about org. Is this the fate ?
Yes I was laid off on Sept 2 , part of the fusion team in that US . It happen , but I was a top performer and I never seen this coming.
I seen there was a lot of people’s in my team that was acquire from other team that was probably not needed.
This company is only interested in Metric , you barely have no voice on any process improvement and the hope to get a promotion or raise.
The only good outcome I have meet some great coworker , manager are cr-p though
Business move on.
Seeing some deserved promotions, but more undeserved. Seeing quite a few people keep their jobs when I haven’t seen them complete a project in over 2 years. Here we go again.
Pretty soon it’s gonna be filled with promotion posts from people tone-deaf enough to celebrate while others are getting laid off or pushed into roles they don’t even want
5 years+, top performer on the team. Was expecting a promotion and raise after this past review cycle, but promotion to “customer” is not what I was expecting.
I'd not have believed the rhetoric if I hadn't first hand witnessed manager blocking my promotion, sidelining me into oblivion to clean up the mess in another squad.
What is the point when managers are shutting down actual performers to give opportunities to less deserving individuals just coz they're in the same region as the manager????
For the folks that have been in a PDC previously, are degrees/formal education required after a certain PSG level?
Does anyone actually get promoted for their work, or is it always about who you know?
You put in extra effort thinking it will lead somewhere, and instead they just pile on more tasks. No new title, no raise, nothing. Now I'm wondering why I ever went above and beyond.
I had a quick question for those of you who’ve experienced a promotion at Cummins. When moving to the next level, what kind of salary hike did you typically see? Was it a standard percentage increase, or did it vary a lot depending on the role/location?
Also, are there any additional perks or benefits that come with a promotion (things like stock options, allowances, bonuses, or other support) that aren’t always clearly communicated but are good to know about?
I know someone promoted to my area, but most people are perhaps victims of this remapping process I assume?
S&T reorg has been an absolute debacle. Implementation team clearly didn't involve enough people actually executing the work for these workflows to make any sense and then point their fingers at other orgs when there is a question of who does what. At least they all got their promotions though. What a fu--ing joke.
We're seeing a growing number of employees leave, and it's not hard to understand why. Compensation is not competitive, and raises or promotions are often withheld even when clearly deserved. Many of us are experiencing burnout and ongoing stress. The culture at Advance isn’t what it once was. While there’s an effort to make it seem like progress is being made, particularly by HR (Kristen Soler specifically), there’s still a noticeable gap between what’s promised and what’s delivered. She’s skips over the questions everyone is asking and pivots to the unnecessary details no one cares for. If the company truly wants to address high turnover, meaningful changes in leadership may be necessary. A lot of us have stayed because we value our teams and the relationships we've built here. But even that’s starting to feel like less of a reason to stay, especially as more colleagues leave and leadership continues to shift.
Wow. It looks like if you follow orders, promote people you vacation with, kiss you boss and the CMO’s butts you can be a marketer to watch. But wait that’s how the farm operates!
https://lnkd.in/gnGTahUA
here is my mini rant... they expect you to do “plus one” work and a bunch of unchargable stuff, and you've got to play along if you want to be rated as good. basically do extra work for free, on top of your actual project, otherwise your performance looks weak. it’s a scam imho...
staffing is a constant headache and the process is not clear at all andd you never know who makes the decisions, and every time you’re scrambling just to land somewhere. feels like you’re rolling dice more than planning a career.
and forget about keeping your tech skills. most people get pushed into business analyst or pm type roles whether they want to or not. you stop coding, you stop building, you end up in meetings taking notes. your skills just rot away.
ok, soooo -- no promotions, no raises. fine... 2+ yrs of nothing for a lot of people. they just say wait, be patient... but nothing changes. what’s the point of working harder if the outcome is the same??
nobody will be surprised when I say that everyone i know is pulling overtime, weekends, late nights. they say it’s temporary but it’s always like that. that's just acn, that's what they say. and that's the game they've been playing for decades. it just becomes normal. at this point you start asking yourself, why am i even here???
This Merit is terrible for everyone (except ELT ofcourse). I'm rying to give a “critical to retain” a small % increase and it dropped my budget next to nothing for the others.
Sorry guys but it's going to be a lot of disappointment, you're getting near to nothing in this reward cycle, dont get angry at us (your managers), Cisco ELT is sc--wing you.
Mind you, ELT compensation and stock price is/was at an all time high...
Usually have no experience managing people, are entitled, and just look out for themselves. Then, as soon as they get promoted, they leave AT&T and go elsewhere. The cycle repeats and a new LDP is promoted by manager. Hopefully my experience is unique but honestly I dislike working for them.
When I got laid off from L3Harris, I was devastated. I am a hard worker and I did not deserve what happened to me. I did not know how I was going to support my wife and children (and I know that L3Harris could not have cared less about them). Well, I found a new job that with a raise and a promotion, and I now work with people who respect and appreciate me.
Rewards budget is horrible this year Considering the good revenue year cisco declared, don’t expect many promotions
CS, they will be promoted to VP/GM America's a new geo combining na and LA, GC will be transformed to apac and EMea will remain the same.
Congratulations to them once returned from sabbatical
Someone kissing a– here. #promotion congratulation hahaha