It sure is tactless to post your promotions when your colleagues are being laid off.
Must feel nice to see those with less experience and moving up quickly while peers who are older with more depth of knowledge are getting the ax.
Some of these are clear trades for giving people other peoples jobs, and not necessarily ones who are more qualified.
Read the room. Do you really need to announce it to the world right now?
@mjz+1qqCrubd By that logic the majority of apparel innovation would be gone, and ironically they would’ve kept the ones they laid off already.
@m1u instead of what? More toothless MBAs or brain rot marketers? At least these people can do basic math
@1ysz+1qqCrubd Agree 100%!! Presentation and the power of your network (aka favoritism) are much more important than skill, experience or knowledge at Nike
@ogb+1qqCrubd even when you’re able to wade through the cr-ppy systems and present a fact-based business case, upper-level folks don’t want to hear it and just do what they want anuwayy
@1ysz+1qqCrubd people at Nike LOVE to think they have a high EQ and at the same time be the most oblivious people I’ve met.
I’ve also heard people questioning a ton of the decisions already made. A few of the people let go in December had incredible relationship skills, were very well liked, showed up well, delivered impactful results but maybe weren’t as young as the rest who were kept? That or some of the inept people who were kept felt threatened by them for whatever reason.
I overheard a Sr Director in a conference room this week say "no she doesnt have very good social skills". Decisions are being made by your presentation, how liked you are, and how young you are, pure nepotisim and favoritism. Decisions not being made by skill that could lift the company. Hey SrD maybe use a soundproof room or shut the door and be more professional.
you can tell a lot about a company's culture by its employees' linkedin posts and judging nike's most employees are socialpaths with emphasis on narcissism
@mjz+1qqCrubd 💯and well said.
Nike prides itself on the longevity of its employees, a testament to the strong culture and loyalty. However, this longevity also brings to light a significant challenge: a big portion of these long-standing workforce has not consistently engaged in personal professional development or kept pace with evolving industry trends. This stagnation poses a considerable obstacle to fostering a culture of innovation and progressive thinking.
A prevalent mindset within the company is a reliance on traditional methods, summarized as ‘this is how we’ve always done it.’ While there is value in time-tested approaches, this attitude can stifle creativity and discourage new perspectives. Newcomers who attempt to introduce fresh ideas or challenge the status quo often find themselves at odds with what is perceived as the ‘Nike way,’ which can inadvertently penalize ingenuity and adaptability.
To address this, Nike must actively cultivate a culture that not only values its historical strengths but is also open to evolution. It’s imperative that Nike revitalize its workforce by integrating top external talent who can inject new ideas and approaches. Concurrently, they must identify and empower those existing team members who demonstrate a readiness and enthusiasm for embracing change and innovation.
By striking this balance, they can somehow preserve the core values that have defined Nike while also accelerating its progress toward a more dynamic, innovative, and forward-thinking future. This cultural shift is crucial for Nike not just to remain competitive but to lead the way in a rapidly evolving landscape.
@hye don’t you know by now that stepping on people and throwing them away is how you win?
@tup+1qqCrubd They absolutely can, but when it’s at the expense of someone else on the team loosing their job who was just as good or better, it seems not only tactless to jump for joy but questionable EQ at best to make a huge announcement about it.
It’s possible to be happy for those promoted in times of change while also sad for friends who list their jobs. Of course some people are getting promoted who don’t deserve it, but I don’t see why the good people moving up can’t be celebrated.
Agree with some of what you’re saying but I definitely deluded a business case that’s on track to deliver larger results by a landslide than someone promoted onto my team and still was laid off. Explain that one.
@pig+1qqCrubd Nike is terrible at tracking metrics and tying performance to metrics.
Data is a MESS. This was one of the most shocking things I learned when coming to Nike. It succeeds despite itself, really.
So many people with supply chain and planning backgrounds being promoted to run business divisions. This is scary!
I fully agree with the subject line.
I recommend looking at the “champions” who submitted the largest business cases for this year.
Start at the biz cases with the largest ROIs submitted, then move down the list.
Is it on track to deliver, and the “calculated” impact can be observed (ex: revenue increase / cost decrease vs investment). Keep them… in fact, reward them!
Move to the next largest business case.
Is it on track to deliver? Yes! Has is delivered the calculated impact? If not, start here with the layoffs. Find the person(s) who signed up for this and drop the axe.
Nike needs less people trying to one up each other on who can tell the best story for their own benefit / career growth, and more people delivering what they signed up for. Value needs to be realized as promised.
Accountability matters.
Ya mate. Need to rub it into people’s faces