#promotion

The only reason for promotion these days, outside of sponsored HiPos, is to replenish the PIP fodder at the bottom of the next CL rank group.

They need new non sponsored persons to focus downward pressure onto.

It's waste of time. I applied for over 80+ positions in the past 4 years, for promotion roles. I got few responses and like may be 5 or 6 initial interviews. Except one position, I am pretty sure that all other interviews are fake and they just interviewed me for documentation purposes.
Everything else is an automatic rejection email. Internal mobility for higher roles is a SCAM!

Bumped from @bk+1kxk1gpmb.

I'm documenting everything and training two new hires. Either I'm getting promoted or I'm getting fired.

Middle Aged white male. No tech skills. No leadership skills. Incompetent and ill advised. Lap dog of VP.
Middle Aged middle eastern woman. No tech skills. She lasted 3 mos in our unit after some type of lying to senior management.
Middle Aged middle eastern man. He had skills. He was competent. He was complimentary. He used my work, commended me on it and than stiffed me for a raise when I got promoted. Not even 1%. Said “talk to HR”.
Middle Aged black woman. No tech skills. Really no computer skills at all. Very much delegated. Loud talker. Tried to be a people person, but that was hard when you’re discriminated against other races.
Middle Aged asian woman. Zero tech skills. Got her job cause she was friends with VP. Had no idea what the role entailed. Literally just stole a check. Did nothing but give friends roles and get friends promoted. Left Oracle to work for start-up.
Middle Aged white male. Came from acquisition. No real tech skills. Only knew the one app that we bought his company for. Totally arrogant. Thought he was more important than everyone and everything. I was light years ahead of him, but our GBU promoted new acquired people over people who had been there. Put him in his place several times and finally was able to get away from him. He actually got promoted. Totally incompetent.
Middle Aged white male. Got promoted to his team. He was on my old team and actually came to Oracle about 11 years after I did. Like many other managers, towed the company line. Absolutely no tech skills. No real skills other than being a yes man and not being healthy. Got promoted to his team, about to accept offer and then ask about the raise and he said there was no raise. “VP wouldn’t approve it….” Sorry, I can’t help you.

On my last day at Oracle, I scheduled an email to go to the VP, my manager and the stiff director of our department. Telling them all what I thought. For the VP, I broke her off a huge piece. She was a lousy VP for many years, stealing money, overbilled the federal govt, stole, and was an even lousier human being. I said, “how pathetic of a person are you to not even give me a 1% raise after I have put in 15 years at this company for you?...you are truly pathetic….you don’t care about anyone but yourself and your little circle.

That woman will leave a company she worked at for like 40 years with no friends and no one who will be sorry she is gone. In fact, many have a number of interesting stories on how she “climbed” her way to the top.

It’s sad. It really is never about the product or the processes…it’s solely about the people and those that are morally and mentally corrupt and should not be around other human beings as they are a direct threat to their well-being.

I thought their reputation preceded them. I thought they cared. I thought they’d respect me and the quality of work I do day in day out with much overtime. I thought they offered respect
So far I’m finding I was duped by this persons.
I feel like they don't give a rats behind about me, my qualifications, my skills I’m just a number.
Something shifted maybe HR co-opted Abby with their lies and divisive mentality of the dei legion. But they aren’t looking to promote or help or encourage solid employees. Very disappointed.

How come the majority of EMG in Member Protection (aka Fraud/Disputes in the Bank) were promoted in the first half of the year (EDs to AVPs, and AVPs to VPs) but non-EMG employees can’t get basic promotions in place approved? Like seriously, you can’t get an employee promoted from a level 3 to a 2 or a 2 to a 1. They get denied or you hear nothing for months on end. Not even trying to get people into Lead position, just into positions that they should be in based on performance and experience and yet so many EMG have been promoted like nothing. Just because you don’t send out promotion emails doesn’t mean we don’t know or see it. Absolutely ridiculous!

They keep promoting young, inexperienced people into management positions while the people with years of experience and real qualifications get passed over. So we end up losing our best talent, and replacing them with people who don't know what they're doing most of the time. Solid business strategy. /s

I recently spoke with my manager about my promotion, and was told I need to demonstrate more 'value' by filing patents. But honestly, what is the actual worth of these patents and whitepapers? It’s an open secret that people are just gaming the system with trivial filings just to climb the corporate ladder, and with AI in the mix, this flood of useless filings is only going to skyrocket. To make matters worse, it's common practice to just slap a manager's name on a bogus patent to buy favor and leverage it for a promotion. Can anyone name a single patent filed at Fidelity that has actually generated measurable business value? It feels like high-level performative work disguised as innovation. Why is management particularly in Indian corporate tech culture so obsessed with this metric?

In Citi Tampa only h1bs get promoted to SVPs or Directors. Even HR doesn’t care…

Heard there were many rounds over the last two weeks…

Also saw that a ton of internal team members got promoted at the same time 🙄

For those who moved up internally, how many jobs did you apply to, to get a new role internally? In the US.

Stuck in grade 8 since last 7years and salary is 170k in Bay Area. Performance rating is always good with stock options(30k) alternate years, but no promotion. How is it for everyone? I'm pretty demotivated to put the same effort another year!

Recently there are lots of news floating around H-1b being mis-used for promotion, hiring, layoff,vendor consultant hiring, politics inside Citigroup. Here is the press release for reporting these issues and you will get compensated:

https://www.oig.dol.gov/public/Press%20Releases/OIG-Press-Release-070826.htm

Reports may be submitted to the U.S. Department of Labor OIG Hotline: 1-800-347-3756 or https://www.oig.dol.gov/hotline.htm

If you have a peer who is H-1b, then you can claim your layoff was fraudulent if you can prove it with your contribution details and hierarchy details. Your management is also held responsible for invalid promotions, salary increments to H-1b

Are band promotions happening in Consulting this cycle? For band 6,7 and 8. How does the outlook and budget looks like?

I see so many job positions open for only 2 days or less than a week. Are those genuine openings. I was told by a friend in HR that those positions are there just for formality. Managers have already made up their mind as to who to promote but they have to post the job for HR purposes. Any insights?

What major news or announcements will drop tomorrow on the 2H call? Will there be a new division or group led by MO? Will MO’ s loyalists be promoted?

Has anyone heard of anyone getting a mid year promotion this year? If so, what org?

Is there still Ultimate Potential w/ new changes to S&D. Can it go down or up if I have Excellent / Outstanding for 2, 3, 4, 5 or 6 years after I’m 40yrs @ CL 27 or 28.

What’s the new promotion guidelines?

Or am I dreaming

Just found out that a Director who is known for being a bully to her team, not a good leader and hard to work with was just promoted to an AVP. They are promoting the wrong people while laying off the ones who actually care and are servant leaders to the business.

I saw a few of my colleagues today, and today specifically, get promoted to “Senior DT”. Wouldn’t the next natural step be Fellow? Is this a ridiculous attempt to make non-Senior DTs from questioning why they haven’t been promoted to Fellow? “We can’t promote you to Fellow so here’s an arbitrary next step so that you can see how we’re trying to prevent you from quitting. You’re still under appreciated but now we’re just lying to you.”

Kind of nonsense.

My stocks are turning into ashes. What a bad decision it is in name of transition to AI and making employees as scape goats. I never received recognition, money, promotion, perks, hikes. All I was given was a little stock bonus over years. These stocks linger in lower 100's when META and other stock go beyond 500.
Useless management style going with adhoc decisions always. You layoff talented employees and work with ... .....
Stocks might come up but not employee morale. Its completely broken now. Even you stand up its going to take years to rebuild this. You build an empire in sky without a customer and without any money losing all your talented people.
If stock rises up again, I will sell immediately. All my years of blood shedding for this company has evaporated

Google this: "The Corporate Bullsh-t Receptivity Scale: Development, validation, and
associations with workplace outcomes" paper by Shane Littrell, PHD

Every consultant from McKinsey, every MC member and HR exec who talks that fake BS we hear every day, but somehow doesn't know how to ACTUALLY lead, turns out there's this paper that dives into it. Turns out the coworkers who love mission statements and call their boss 'transformational' score lowest on actual decision-making. The buzzword-fluent are running the building. All the terrible people get promoted to grades 20+ and hire their grades 17 to 19 because they like the way these people "talk". It's all in this paper.

People with an actual IQ, turns out, get promoted less.

Do you think there will ever be a change to the current structure where promotion is based on who you know, and not on your performance and accomplishments?

Pretty ridiculous to see senior executives that do not have more than a bachelor's degree. If even that. No surprise that many at that level are lacking the intellectual capacity to lead efficiently.

Those people know that they will never get a comparable job anywhere else and will do anything to stay creating a cesspool of political games and backstabbing.

Does your review actually mean anything at Nike? Promotions are non existent so is there any benefit to getting Exceeds Expectations over Achieves? Genuinely curious.

Does any manager regret promotion someone capable but does not sit well with general team (70-80% of the team)?

Asking because everyone has been nice not to escalate things to HR historically but hearsay someone without ethics, morale, integrity is going to be promoted as a manager soon. We’re afraid of what’s to come because this person only manages up, spreads falsehood, rumours, manipulates by twisting words to different people privately. No doubt this person is capable and can do maybe 4-5 people’s work but the character is really dubious. Some teammates has actually left the team because of this one pax but current manager choose to ignore and continue promoting.

Last year, MC and executive leadership pulled the rug out from under remote employees on extraordinary ratings and promotions: line and middle management got the news in late October, all employees in November. Only those classified as hybrid or on-site were eligible (which turned out to be largely a dud anyway), while remote staff were punished with a geo-code demotion that completely ignored cost of living. Hundreds, if not thousands, of employees who put in ten months of hard work were denied both monetary and career growth, severely degrading morale across the company.

Given that the CEO, MC, and execs are clearly pursuing a strategy of squeezing employees into voluntarily quitting (via the GCC build-out and other tactics), the question now is: has anyone heard anything about what's landing in Q4? Trying to avoid ... Fool me once, shame on you. Fool me twice...

Qualcomm's whole culture is built on insular thinking. They hire people right out of school and those people never leave. So promotions happen based on seniority, not ability. Those in charge think the way we do things is the only way. And now they're making terrible decisions. No surprises there.

The kiss-as--s, the sycophants, those with relatives and friends in high positions... Skill and experience need not apply. Wells Fargo was never the best place to work, but it was certainly better when we had some chance of progressing our career based on merit. We're nothing but a joke now.

I’ve lost track, when is the promotion cycle these days?
Supervisor/PDR nomination?
Approval?
Notification?

https://www.reddit.com/r/accenture/comments/1ua0hce/accentures_well_deserved_downfall/

Accenture's well deserved downfall
Accenture’s stock just dropped about 18% in a single day, wiping out a good chunk of many employees’ ESOPs, including mine. Honestly, having worked there for 3 years, I'm not surprised.

The biggest issue I saw was the culture and incentives. MDs and client leads were rewarded for selling deals, not for delivering them. Secure the deal, hit the sales target, collect the bonus, then hand the mess over to the delivery team and move on. It didn’t seem to matter whether the right skills, resources, or realistic timelines existed. The answer was usually “Deal with it.”

When a system rewards revenue at all costs, you end up promoting people who care more about money than people. Delivery quality suffers, teams burn out, and the best talent leaves.

What makes it worse is that Accenture spent billions buying back its own shares (around $4.6B in FY2025 alone) while many employees sat through years of weak bonuses, delayed promotions, and increasing pressure during the years of worsening inflation. During this time, some of the smartest people I worked with left for Big 4s, boutiques, and industry roles. And when they leave, they don’t just take their skills - they take relationships, credibility, and networks with them.

I just hope some level-headed people on the board or in senior leadership recognize these cracks and do something about them. The company still has plenty of great people and decades of experience. It would be such a shame if such a massive organization falls in the end.

I'm just not seeing much evidence of it in practice. Most internal openings seem to follow a predictable path. Everyone goes through the application process, interviews happen, and then somehow the outcome is exactly what people predicted on day one. After seeing it happen enough times, most people stop bothering.

It goes without saying that LC has lost the whole function. Only 10% of the 150 or so people responded to his survey. Hardly anybody shows up to his in person townhalls so they’re just all virtual.

I just browsed around that list and also noticed that CS is now a GM for his EPMO work. It’s truly amazing the level of talent that has completely fell off the cliff. There are so many new GM and directors now, while the worker bees are shipped off to ENGINE and MSSC. There’s nobody to manage here.

If I compare the days of ITSD (JG RIP, RS, the lady LC) - the knowledge of actual IT versus who we have in KG for ITOF is night and day. We have decided to overpay incompetent IT people while pushing out people who actually knew technology.

And don’t get me started on platform GMs. SB as a subsurface GM was certainly not on anybody’s bingo card.

Just burn it all down.

What was a “consultant” doing before and what this title meant???

I see all of a sudden so manny annoying folks as level 6 principal

First of all I am not sure who hired these clowns who are just a touch better than being pencil pushers

I used to think that if I kept my head down and did solid work, that’d be enough to move forward. After a few years here, I’m not so sure. The people getting promoted aren’t always the most capable, but they’re usually the ones who know exactly who to compliment and when to be visible.

I’ve never been comfortable pretending to admire every decision from leadership or joining every little workplace circle. I’m polite, I help my team, and I meet my goals, but that doesn’t seem to stand out much.

It’s made me rethink how success works in some orgs. Skill matters, but being liked by the right people can matter even more. I don’t want to become fake just to get ahead, but I’m starting to see why some people do.

Shankar was the oxygen that all GTS mafia was breathing. I am wondering how’s the situation there now.. Is the promotion and hiring still based on favoritism?
How about layoffs? Probably still saving friends and family over talent.

I was promoted to SM after completing the “high potential” program.

The reality of being a store manager is you get blamed for everything. You are the scapegoat.

A year into it, I began questioning if my paces were being manipulated, almost like a dangling carrot that I could never reach.

I was placed on an action plan. Taken off the action plan, then placed on an action plan again.

My store team was dismantled by budget cuts

Managers quit, associates quit, manager layoffs, restructuring, titles and duties changed

My hours were drastically cut

Deferred maintenance began happening

I said my happiness is worth more than stress and misery. I have notice, and obtained a job which actually has a work life balance.

The Oracle Doormat Principle is a term coined by former employees to describe a psychological state where individuals remain loyal to Oracle Corporation despite experiencing mistreatment, toxic work environments, or career stagnation.

Definition: It is likened to Stockholm Syndrome, where employees become emotionally attached to an organization that has abused them, often internalizing the company culture as a "family."
Causes: The principle suggests that prolonged exposure leads to low self-esteem, fear of change, and a paralysis to act in one's best interest, causing workers to accept pay cuts, benefit reductions, and abusive management without protest.
Criticism: Critics argue this behavior stems from low self-worth and prevents personal career growth, with some advising that if a work environment is bad, it rarely improves and employees should leave as soon as possible.
Context: The term gained traction on layoff discussion forums, often appearing alongside complaints about dry promotions (more workload for no financial upgrade) and perceived corporate cultures of fear.

I have never seen a place where making big mistakes gets you promoted faster than doing your job right. Until I joined Ally.

Let’s talk about what happened in May. I was in the layoff group and I’ll tell you my clues specifically in wealth that I picked up on that warned me ahead of time. Granted I wanted to be laid off so I could leave with severance.

1. Wealth head’s cryptic email and the news that never came even after months.
2. Promotions and salary increase freezes because of the pending news
3. Managers, directors, and VP’s were literally all clueless and left in the dark about any news and left to fend for themselves with questions and comments from associates.
4. Rumors circulating about the increased number of days in office. VP’s receiving strong messaging to make sure their associates were adhering to connect week policies.
5. Managers acted like everything was going to be okay and everyone’s narratives were all mixed and based on rumors
6. Contracts were not renewed for a very large group of contractors
7. Inner rumblings of turf wars happening between groups within wealth
8. Wealth head and Abby were radio silent to the broader group of the org
9. Heavy focus on how AI can ‘help’ associates lighten their load
10. all hands meetings, syncs, and broad group meetings were out of nowhere canceled stating it would be rescheduled later.
11. Meeting invite from my manager popped up late evening when we already had a scheduled 1-1 later that week.